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CLUB RULES

RULES FOR JUNIOR MEMBERS

ST JOHN’S A.B.C. is fully committed to safeguarding and promoting the wellbeing of all its members. The club believes that it is important that members, coaches, administrators and parents associated with the club should, at all times, show respect and understanding for the safety and welfare of others. Therefore, members are encouraged to be open at all times and to share any concerns or complaints that they may have about any aspect of the club with ANDY REA (CHAIRMAN).

As a member of ST JOHN’S A.B.C. you are expected to abide by the following junior code of conduct:

• All members must play within the rules and respect officials and their decisions.

• All members must respect the rights, dignity and worth of all participants regardless of gender, ability, cultural background or religion.

• Members should keep to agreed timings for training and competitions or inform their coach or team manager if they are going to be late.

• Members must wear suitable kit – TRAINERS, SHORTS, TSHIRT – for training and competition sessions, as agreed with the coach/team manager.

• Members must pay any fees for training or events promptly.

• Use correct and proper language at all times.

• Junior members are not allowed to smoke on club premises or whilst representing the club at competitions.

• Junior members are not allowed to consume alcohol or drugs of any kind on the club premises or whilst representing the club.



CODE OF CONDUCT FOR PARENTS/CARERS

• Encourage your child to learn the rules and play within them.

• Discourage unfair play and arguing with officials.

• Help your child to recognize good performance, not just results.

• Never force your child to take part in sport.

• Set a good example by recognizing fair play and applauding good performances of all.

• Never punish or belittle a child for losing or making mistakes.

• Publicly accept officials' judgments.

• Support your child's involvement and help them to enjoy their sport.

• Use correct and proper language at all times.

• Encourage and guide performers to accept responsibility for their own performance and behavior.



CODE OF CONDUCT FOR CLUB OFFICIALS AND VOLUNTEERS

The essence of good ethical conduct and practice is summarized below.

All volunteers must:

• Consider the wellbeing and safety of participants before the development of performance.

• Develop an appropriate working relationship with participants, based on mutual trust and respect.

• Make sure all activities are appropriate to the age, ability and experience of those taking part.

• Promote the positive aspects of the sport (eg fair play).

• Display consistently high standards of behavior and appearance.

• Follow all guidelines laid down by the national governing body and the club.

• Hold appropriate valid qualifications and insurance cover.

• Never exert undue influence over performers to obtain personal benefit or reward.

• Never condone rule violations, rough play or the use of prohibited substances.

• Encourage participants to value their performances and not just results.

• Encourage and guide participants to accept responsibility for their own performance and behavior.


CLUB CONSTITUTION

CONSTITUTION

ST JOHN’S A.B.C. (CHORLTON)

1. Name

The club will be called ST JOHN’S A.B.C. (CHORLTON) and will be affiliated to the ABAE

2. Aims and objectives

‘The purposes of the Club are to promote and provide facilities for the amateur sport of Boxing in Chorlton and South Manchester and community participation in the same.’
• To offer coaching and competitive opportunities in boxing.
• To promote the club within the local community.
• To manage the ST JOHN’S A.B.C. (CHORLTON).
• To ensure a duty of care to all members of the club.
• To provide all its services in a way that is fair to everyone.
• To ensure that all present and future members receive fair and equal treatment.

3. Membership

(a) Membership of the Club shall be open to anyone interested in the sport on application regardless of sex, age, disability, ethnicity, nationality, sexual orientation, religion or other beliefs. However, limitation of membership according to available facilities is allowable on a non discriminatory basis.
(b) The Club may have different classes of membership and subscription on a non discriminatory and fair basis. The Club will keep subscriptions at levels that will not pose a significant obstacle to people participating.
(c) The Club Committee may refuse membership, or remove it, only for good cause such as conduct or character likely to bring the Club or sport into disrepute. Appeal against refusal or removal may be made to the members.
Membership should consist of officers and members of the club. All members will be subject to the regulations of the constitution and by joining the club will be deemed to accept these regulations and codes of practice that the club has adopted.

Members will be enrolled in one of the following categories:
• Member over 18 years
• Junior member under 18 years

4. Membership fees

Training fees will be set annually and agreed by the Management Committee or at the Annual General Meeting. The club adopts a pay as you train policy and Fees will be paid by subscription.

• £3.50 per Senior session
• £2.50 per Junior session

5. Officers of the club

The officers of the club will be:
• Chair Andrew Rea
• Honorary Secretary Deborah Rea
• Treasurer Joan Draper
• Fixtures Secretary Club Coaches
• Club Welfare Officer Deborah Rea, Joan Draper
• Deputy Club Welfare Officer Andrew Rea
• Coaching Staff Mark Jones, James Keelan, Tommy Osburn, Debbie Rea, Bradley Rea, Antony Rea,
• Junior Representative. Tom Howley 

Officers will be elected annually at the Annual General Meeting.
All officers will retire each year but will be eligible for re-appointment.

6. Committee

The club will be managed through the Management Committee consisting of: AS IN SECTION 5. Only these posts will have the right to vote at meetings of the Management Committee.

The Management Committee will be convened by the Secretary of the club and held no less than 2 per year.

The quorum required for business to be agreed at Management Committee meetings will be: MAJORITY VOTE.

The Management Committee will be responsible for adopting new policy, codes of practice and rules that affect the organization of the club.

The Management Committee will have powers to appoint sub-committees as necessary and appoint advisers to the Management Committee as necessary to fulfill its business.

The Management Committee will be responsible for disciplinary hearings of members who infringe the club rules/regulations/constitution. The Management Committee will be responsible for taking any action of suspension or discipline following such hearings.

7. Finance

All club monies will be banked in an account held in the name of the club.

The Club Treasurer will be responsible for the finances of the club.

The financial year of the club will end on: 31st AUGUST.

An audited statement of annual accounts will be presented by the Treasurer at the Annual General Meeting.

Any cheques drawn against club funds should hold the signatures of the Treasurer plus up to two other officers.

8. Annual general meetings

Notice of the Annual General Meeting (AGM) will be given by the Club Secretary. Not less than 21 clear days’ notice to be given to all members.
The AGM will receive a report from officers of the Management Committee and a statement of the audited accounts.
Nominations for officers of the Management Committee will be sent to the Secretary prior to the AGM.
Elections of officers are to take place at the AGM.
All members have the right to vote at the AGM.

The quorum for AGMs will be 25% OF THE MEMBERSHIP.

The Management Committee has the right to call Extraordinary General Meetings (EGMs) outside the AGM. Procedures for EGMs will be the same as for the AGM.

9. Discipline and appeals

Where applicable the procedures laid down within the ABAE Discipline & Appeals Procedures will be adhered to.

All complaints regarding the behaviour of members should be submitted in writing to the Secretary.

The Management Committee will meet to hear complaints within 28 days of a complaint being lodged. The committee has the power to take appropriate disciplinary action up to & including Suspensions and/or expulsions up to and including 6 months; Fines up to and including £150;

The outcome of a disciplinary hearing should be notified in writing to the person who lodged the complaint and the member against whom the complaint was made within 14 days of the hearing. [See ABAE Discipline Flow Chart]

There will be the right of appeal to the Management Committee following disciplinary action being announced. The committee should consider the appeal within 28 days of the Secretary receiving the appeal. [See ABAE Discipline Procedures & Discipline Flow Chart]

10. Dissolution

A resolution to dissolve the club can only be passed at an AGM or EGM through a majority vote of the membership.
The members may vote to wind up the Club if not less than three quarters of those present and voting support that proposal at a properly convened general meeting.
The Committee will then be responsible for the orderly winding up of the Club’s affairs.
After settling all liabilities of the Club, the Committee shall dispose of the net assets remaining to one or more of the following:
to another Club with similar sports purposes which is a registered charity and/or
to another Club with similar sports purposes which is a registered CASC and/or
to the Club’s governing body for use by them for related community sports.

11. Policy

ST JOHN’S A.B.C. (CHORLTON) adopts the ABAE Child Protection and ABAE Equity Policies. The club has produced its own Codes of Conduct and all members, coaches, parents/carers, volunteers and spectators are expected to act within the guidelines as stated in these policies and Codes of Conduct.

12. Amendments to the constitution

The constitution will only be changed through agreement by majority vote at an AGM or EGM.

13. Priority

Where there is any conflict between any of the above Rules (“key Rules”) and any other rule or rules the key Rule(s) will take priority. Interpretation of all the Rules must be consistent with the statutory requirements for CASCs (which means Community Amateur Sports Clubs as first provided for by the Finance Act 2002.)



14. Declaration

ST JOHN’S A.B.C. (CHORLTON) hereby adopts and accepts this constitution as a current operating guide regulating the actions of members.

SIGNED: DATE:

NAME: ANDREW REA

POSITION: Club Chair

SIGNED: DATE:

NAME: DEBORAH REA

POSITION: Club Secretary

CHILD PROTECTION POLICY

Child Protection Policy for St John’s A.B.C. (Chorlton)

Introduction
All sporting organisations which make provision for children and young people must ensure that:
• The welfare of the child is paramount
• All children, whatever their age, culture, disability, gender, language, racial origin religious beliefs and/or sexual identity have the right to protection from abuse
• All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately
• All staff (paid/unpaid) working in sport have a responsibility to report concerns to the appropriate officer

Staff/volunteers are not trained to deal with situations of abuse or to decide if abuse has occurred. However, they should be aware of their responsibility to report concerns if they arise

Policy Statement
St John’s A.B.C. (Chorlton) has a duty of care to safeguard all children involved in St John’s A.B.C. (Chorlton) from harm. All children have a right to protection, and the needs of disabled children and others who may be particularly vulnerable must be taken into account. St John’s A.B.C. (Chorlton) will ensure the safety and protection of all children involved in St John’s A.B.C. (Chorlton) through adherence to the Child Protection guidelines adopted by St John’s A.B.C. (Chorlton).

A child is defined as a person under the age of 18 (The Children Act 1989).

Policy Aims
The aim of the St John’s A.B.C. (Chorlton) Child Protection Policy is to promote good practice:
• Providing children and young people with appropriate safety and protection whilst in the care of St John’s A.B.C. (Chorlton) .
• Allowing all staff / volunteers to make informed and confident responses to specific child protection issues

Promoting Good Practice
Child abuse, particularly sexual abuse, can arouse strong emotions in those facing such a situation. It is important to understand these feelings and not allow them to interfere with your judgement about the appropriate action to take.

Abuse can occur within many situations including the home, school and the sporting environment. Some individuals will actively seek employment or voluntary work with young people in order to harm them. A coach, instructor, teacher, official or volunteer will have regular contact with young people and be an important link in identifying cases where they need protection. All suspicious cases of poor practice should be reported following the guidelines in this document.

When a child enters the club having been subjected to child abuse outside the sporting environment, sport can play a crucial role in improving the child’s self-esteem. In such instances the club must work with the appropriate agencies to ensure the child receives the required support.

Good practice guidelines
All personnel should be encouraged to demonstrate exemplary behaviour in order to protect themselves from false allegations. The following are common sense examples of how to create a positive culture and climate.

Good practice means:
• Always working in an open environment (e.g. avoiding private or unobserved situations and encouraging open communication with no secrets)
• Treating all young people/disabled adults equally, and with respect and dignity
• Always putting the welfare of each young person first, before winning or achieving goals
• Maintaining a safe and appropriate distance with players (e.g. it is not appropriate for staff or volunteers to have an intimate relationship with a child or to share a room with them)
• Building balanced relationships based on mutual trust which empowers children to share in the decision-making process
• Making sport fun, enjoyable and promoting fair play
• Ensuring that if any form of manual/physical support is required, it should be provided openly and according to guidelines provided by the Coach Education Programme. Care is needed, as it is difficult to maintain hand positions when the child is constantly moving. Young people should always be consulted and their agreement gained. Some parents are becoming increasingly sensitive about manual support and their views should always be carefully considered
• Keeping up to date with technical skills, qualifications and insurance in sport
• Involving parents/carers wherever possible. For example, encouraging them to take responsibility for their children in the changing rooms. If groups have to be supervised in the changing rooms, always ensure parents, teachers, coaches or officials work in pairs
• Ensuring that if mixed teams are taken away, they should always be accompanied by a male and female member of staff. However, remember that same gender abuse can also occur
• Ensuring that at tournaments or residential events, adults should not enter children’s rooms or invite children into their rooms
• Being an excellent role model – this includes not smoking or drinking alcohol in the company of young people
• Giving enthusiastic and constructive feedback rather than negative criticism
• Recognising the developmental needs and capacity of young people and disabled adults – avoiding excessive training or competition and not pushing them against their will
• Securing parental consent in writing to act in loco parentis, if the need arises to administer emergency first aid and/or other medical treatment
• Keeping a written record of any injury that occurs, along with the details of any treatment given
• Requesting written parental consent if club officials are required to transport young people in their cars

Practices to be avoided
The following should be avoided except in emergencies. If cases arise where these situations are unavoidable it should be with the full knowledge and consent of someone in charge in the club or the child’s parents. For example, a child sustains an injury and needs to go to hospital, or a parent fails to arrive to pick a child up at the end of a session:
• Avoid spending time alone with children away from others
• Avoid taking or dropping off a child to an event

Practices never to be sanctioned
The following should never be sanctioned. You should never:
• Engage in rough, physical or sexually provocative games, including horseplay
• Share a room with a child
• Allow or engage in any form of inappropriate touching
• Allow children to use inappropriate language unchallenged
• Make sexually suggestive comments to a child, even in fun
• Reduce a child to tears as a form of control
• Allow allegations made by a child to go unchallenged, unrecorded or not acted upon
• Do things of a personal nature for children or disabled adults, that they can do for themselves
• Invite or allow children to stay with you at your home unsupervised

N.B. It may sometimes be necessary for staff or volunteers to do things of a personal nature for children, particularly if they are young or are disabled. These tasks should only be carried out with the full understanding and consent of parents and the players involved. There is a need to be responsive to a person’s reactions. If a person is fully dependent on you, talk with him/her about what you are doing and give choices where possible. This is particularly so if you are involved in any dressing or undressing of outer clothing, or where there is physical contact, lifting or assisting a child to carry out particular activities. Avoid taking on the responsibility for tasks for which you are not appropriately trained.

Incidents that must be reported/recorded
If any of the following occur you should report this immediately to another colleague and record the incident. You should also ensure the parents of the child are informed:
• If you accidentally hurt a player
• If he/she seems distressed in any manner
• If a player appears to be sexually aroused by your actions
• If a player misunderstands or misinterprets something you have done

Use of photographic/filming equipment at sporting events
There is evidence that some people have used sporting events as an opportunity to take inappropriate photographs or film footage of young and disabled sportspeople in vulnerable positions. All clubs should be vigilant and any concerns should to be reported to the Club Child Welfare Officer.

Videoing as a coaching aid: there is no intention to prevent club coaches and teachers using video equipment as a legitimate coaching aid. However, performers and their parents/carers should be made aware that this is part of the coaching programme and give their permission, and such films should be stored safely.

Recruitment and Training of Staff and Volunteers
St John’s A.B.C. (Chorlton) recognises that anyone may have the potential to abuse children in some way and that all reasonable steps are taken to ensure unsuitable people are prevented from working with children. Pre selection checks must include the following:
• All volunteers/staff should complete an application form. The application form will elicit information about an applicant's past and a self disclosure about any criminal record
• Consent should be obtained from an applicant to seek information from the Criminal Records Bureau
• Two confidential references, including one regarding previous work with children. These references must be taken up and confirmed through telephone contact
• Evidence of identity (passport or driving licence with photo)
• Interview and Induction

All employees (and volunteers) will be required to undergo an interview carried out to acceptable protocol and recommendations. All employees and volunteers should receive formal or informal induction, during which:
• A check should be made that the application form has been completed in full (including sections on criminal records and self-disclosures)
• Their qualifications should be substantiated
• The job requirements and responsibilities should be clarified
• They should sign up to the organisation’s Code of Ethics and Conduct
• Child protection procedures are explained and training needs are identified
• Training

In addition to preselection checks, the safeguarding process includes training after recruitment to help staff and volunteers to:
• Analyse their own practice against established good practice, and to ensure their practice is likely to protect them from false allegations
• Recognise their responsibilities and report any concerns about suspected poor practice or possible abuse
• Respond to concerns expressed by a child or young person
• Work safely effectively with children

St John’s A.B.C. (Chorlton) requires:
• Senior staff to attend a recognised 3-hour good practice and child protection awareness training workshop, to ensure their practice is exemplary and to facilitate the development of a positive culture towards good practice and child protection
• Non-coaching staff and volunteers to complete a recognised awareness training on child protection
• Relevant personnel to receive advisory information outlining good practice and informing them about what to do if they have concerns about the behaviour of an adult towards a young person
• Relevant personnel to gain a national first aid training (where necessary)
• Attend update training when necessary. Information about meeting training needs can be obtained from sports coach UK or the NSPCC

Responding to Allegations or Suspicions
It is not the responsibility of anyone working in (Organisation/Club), in a paid or unpaid capacity to decide whether or not child abuse has taken place. However there is a responsibility to act on any concerns through contact with the appropriate authorities.

St John’s A.B.C. (Chorlton) will assure all staff/volunteers that it will fully support and protect anyone, who in good faith reports his or her concern that a colleague is, or may be, abusing a child.

Where there is a complaint against a member of staff there may be three types of investigation:
• A criminal investigation
• A child protection investigation
• A disciplinary or misconduct investigation
The results of the police and child protection investigation may well influence the disciplinary investigation, but not necessarily.

Action if there are concerns

1. Concerns about poor practice:
If, following consideration, the allegation is clearly about poor practice; the Club Child Welfare Officer will deal with it as a misconduct issue.
If the allegation is about poor practice by the Club Child Welfare Officer, or if the matter has been handled inadequately and concerns remain, it should be reported to the relevant (Sport Governing Body) officer who will decide how to deal with the allegation and whether or not to initiate disciplinary proceedings.

2. Concerns about suspected abuse
Any suspicion that a child has been abused by either a member of staff or a volunteer should be reported to the Club Child Welfare Officer, who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk.
The Club Child Welfare Officer will refer the allegation to the Social Services department who may involve the Police, or will go directly to the Police in an emergency.
The parents or carers of the child will be contacted as soon as possible following advice from the Social Services department.
The Club Child Welfare Officer should also notify the relevant (Sport Governing Body) officer who in turn will inform the (Sport Governing Body) Child Protection Officer who will deal with any media enquiries.
If the Club Child Welfare Officer is the subject of the suspicion/allegation, the report must be made to the appropriate Manager or in his/her absence the (Sport Governing Body) Child Protection Officer who will refer the allegation to Social Services.

Confidentiality
Every effort should be made to ensure that confidentiality is maintained for all concerned. Information should be handled and disseminated on a need to know basis only. This includes the following people:
• The Club Child Welfare Officer
• The parents of the person who is alleged to have been abused
• The person making the allegation
• Social Services / Police
• The A.B.A.E. Child Protection Officer
• The alleged abuser (and parents if the alleged abuser is a child). Seek Social Services advice on who should approach the alleged abuser
Information should be stored in a secure place with limited access to designated people, in line with data protection laws (e.g. that information is accurate, regularly updated, relevant and secure).

Internal Enquiries and Suspension
The St John’s A.B.C. (Chorlton) Child Welfare Officer will make an immediate decision about whether any individual accused of abuse should be temporarily suspended pending further Police and Social Services inquiries.
Irrespective of the findings of the Social Services or Police inquiries the St John’s A.B.C. (Chorlton) Disciplinary Committee will assess all individual cases to decide whether a member of staff or volunteer can be reinstated and how this can be sensitively handled. This may be a difficult decision; particularly where there is insufficient evidence to uphold any action by the Police. In such cases, the St John’s A.B.C. (Chorlton) Disciplinary Committee must reach a decision based upon the available information which could suggest that on a balance of probability, it is more likely than not that the allegation is true. The welfare of the child should remain of paramount importance throughout.

Support to deal with the aftermath of abuse:
Consideration should be given to the kind of support that children, parents and members of staff may need. Use of helplines, support groups and open meetings will maintain an open culture and help the healing process. The British Association for Counselling Directory is available from The British Association for Counselling, 1 Regent Place, Rugby CV21 2PJ, Tel: 01788 550899, Fax: 01788 562189, E-mail: bac@bacp.co.uk, Internet: http://www.bacp.co.uk.
Consideration should be given to what kind of support may be appropriate for the alleged perpetrator.

Allegations of previous abuse
Allegations of abuse may be made some time after the event (e.g. by an adult who was abused as a child or by a member of staff who is still currently working with children). Where such an allegation is made, the club should follow the procedures as detailed above and report the matter to the social services or the police. This is because other children, either within or outside sport, may be at risk from this person. Anyone who has a previous criminal conviction for offences related to abuse is automatically excluded from working with children. This is reinforced by the details of the Protection of Children Act 1999.

Action if bullying is suspected
If bullying is suspected, the same procedure should be followed as set out in 'Responding to Allegations or Suspicions' above.

Action to help the victim and prevent bullying in sport:
• Take all signs of bullying very seriously
• Encourage all children to speak and share their concerns (It is believed that up to 12 children per year commit suicide as a result of bullying, so if anyone talks about or threatens suicide, seek professional help immediately). Help the victim to speak out and tell the person in charge or someone in authority. Create an open environment
• Investigate all allegations and take action to ensure the victim is safe. Speak with the victim and the bully(ies) separately
• Reassure the victim that you can be trusted and will help them, although you cannot promise to tell no one else
• Keep records of what is said (what happened, by whom, when)
• Report any concerns to the Club Child Welfare Officer or the school (wherever the bullying is occurring)

Action towards the bully(ies):
• Talk with the bully(ies), explain the situation, and try to get the bully (ies) to understand the consequences of their behaviour. Seek an apology to the victim(s)
• Inform the bully’s parents
• Insist on the return of 'borrowed' items and that the bully(ies) compensate the victim
• Provide support for the victim's coach
• Impose sanctions as necessary
• Encourage and support the bully(ies) to change behaviour
• Hold meetings with the families to report on progress
• Inform all organisation members of action taken
• Keep a written record of action taken

3. Concerns outside the immediate sporting environment (e.g. a parent or carer):
Report your concerns to the Club Child Welfare Officer, who should contact Social Services or the Police as soon as possible.
See below for the information Social Services or the Police will need.
If the Club Child Welfare Officer is not available, the person being told of or discovering the abuse should contact Social Services or the police immediately.
Social Services and / or the Police will decide how to involve the parents/carers.
The Club Child Welfare Officer should also report the incident to the St John’s A.B.C. (Chorlton) Governing Body. The Governing Body should ascertain whether or not the person/s involved in the incident play a role in St John’s A.B.C. (Chorlton) and act accordingly.
Maintain confidentiality on a need to know basis only.
See below regarding information needed for social services.

Information for social services or the police about suspected abuse:
To ensure that this information is as helpful as possible, a detailed record should always be made at the time of the disclosure/concern, which should include the following:
• The child's name, age and date of birth of the child
• The child's home address and telephone number
• Whether or not the person making the report is expressing their own concerns or those of someone else
• The nature of the allegation. Include dates, times, any special factors and other relevant information
• Make a clear distinction between what is fact, opinion or hearsay
• A description of any visible bruising or other injuries. Also any indirect signs, such as behavioural changes
• Details of witnesses to the incidents
• The child’s account, if it can be given, of what has happened and how any bruising or other injuries occurred
• Have the parents been contacted?
• If so what has been said?
• Has anyone else been consulted? If so record details
• If the child was not the person who reported the incident, has the child been spoken to? If so what was said?
• Has anyone been alleged to be the abuser? Record details
• Where possible referral to the police or social services should be confirmed in writing within 24 hours and the name of the contact who took the referral should be recorded
If you are worried about sharing concerns about abuse with a senior colleague, you can contact Social Services or the Police direct or the NSPCC Child Protection Helpline on 0800 800 5000 or Childline on 0800 1111.


This Policy was formally adopted by the committee of St John’s A.B.C. (Chorlton) on 3rd OCTOBER 2008.

EQUITY POLICY

EQUITY POLICY STATEMENT

ST JOHN’S A.B.C. (CHORLTON)

• This club adopts the ABAE Equity Policy and is committed to ensuring that equity is incorporated across all aspects of its development. In doing so it acknowledges and adopts the following Sport England definition of sports equity:

• Sports equity is about fairness in sport, equality of access, recognizing inequalities and taking steps to address them. It is about changing the culture and structure of sport to ensure it becomes equally accessible to everyone in society.

• The club respects the rights, dignity and worth of every person and will treat everyone equally within the context of their sport, regardless of age, ability, gender, race, ethnicity, religious belief, sexuality or social/economic status.

• The club is committed to everyone having the right to enjoy their sport in an environment free from threat of intimidation, harassment and abuse.

• All club members have a responsibility to oppose discriminatory behavior and promote equality of opportunity.

• The club will deal with any incidence of discriminatory behavior seriously, according to the club and ABAE disciplinary procedures.

BULLYING IN ANY FORM WILL NOT BE TOLERATED



THE AMATEUR BOXING ASSOCIATION OF ENGLAND LIMITED

FOREWORD

The Board of Directors of The Amateur Boxing Association of England Limited [ABAE]
unconditionally endorses and adopts this Equity Policy.

This document confirms the importance placed on the principle of equity within this
organisation and should be accepted as an indication that this Board is determined to
ensure that all our services and policies are fair and without discrimination.

Furthermore we seek to ensure that all who participate in the sport of amateur boxing
reflect the diversity of background and culture within the country of England.

The ABAE acknowledges its duty to ensure that no participant, including athlete, coach,
official, volunteer, employee or applicant to any post within the ABAE receives more or
less favourable treatment on the grounds of age, gender, ethnic origin, disability,
nationality, religion, socio-economic status or sexual preference.
We expect all within the ABAE to treat individuals openly and fairly with dignity and
respect.

PURPOSE

The ABAE shall ensure that all communities have the opportunity to participate in the
sport of amateur boxing and we shall not tolerate discrimination, harassment or other
unfair treatment in any form. Systems, procedures and an open culture will be
developed to guard against this.

LEGAL REQUIREMENTS

The ABAE acknowledges its responsibility under this policy and fully accepts its
responsibilities under the following legislation:

1. The Sex Discrimination Act 1975, 1986, 1999
2. The Rehabilitation of Offenders Act 1974
3. The Disability Discrimination Act 1995, 2005
4. The Race Relations Act 1976 and the Race Relations [Amendment] Act 2000
5. The Equal Pay Act 1970
6. The Human Rights Act 1998
7. Employment Act 2003
8. Gender Recognition Act 2004
9. European Employment Regulations [Sexual Orientation] 2003
10. European Employment Regulations [Religion and or Belief] 2003
11. Employment Equality [Age] Regulations 2006
12. The Children Act 2004
13. Employment Equality [Sexual Orientation] Regulations 2003
14. Employment [Religion and Belief] Regulations 2003

Any subsequent amendments to these acts or indeed any other relevant acts and
regulations which may become law.

COMMITMENT TO EQUITY

The ABAE is committed to establishing the highest levels of equity by:

• Producing a meaningful equity plan that addresses any real or perceived
inequalities in the sport;
• Providing education and awareness to all participants and employees of amateur
boxing regarding equity and future plans;
• Continually evaluating and monitoring progress of the equity plan;
• Continually monitoring and reviewing its equity policies and carrying out regular
annual review and a major review at least every three years;
• Where necessary, supporting, encouraging and mentoring individuals within the
sport of amateur boxing where such actions are deemed to further the aims of
this policy;
• Demonstrating our commitment and willingness to ensure all within amateur
boxing are aware of our policy through the insistence that all clubs openly display
this policy, the inclusion of this policy on the ABAE Web Site and its inclusion in
the ABAE Welcome Packs and other relevant material;
• Taking specific targeted action to engage with and attract under represented
areas of the community into amateur boxing in all disciplines.
• Ensuring that appropriate resources are allocated to ensure the successful
implementation of this equity policy.

Types of Discrimination

Discrimination can take the following forms:

Direct Discrimination

This means treating someone less favourably than you would treat others in the same
circumstances.

Indirect Discrimination

This occurs when a job requirement or condition is applied equally to all, which has a
disproportionate and detrimental affect on one sex or racial group because fewer of that
group can comply with it and the requirement cannot be justified in relation to the job.

When decisions are made about an individual, the only personal characteristics taken
into account will be those which, as well as being consistent with relevant legislation,
are necessary to the proper performance of the work involved.

Harassment

Harassment can be described as inappropriate actions, behaviour, comments or
physical contact that is objectionable or causes offence to the recipient. It may be of a
sexual or racial nature or it may be directed towards people because of their age, their
sexuality, a disability or some other characteristic.

The ABAE is committed to ensure that its employees, members and players are able to
conduct their activities free from harassment or intimidation.

Victimisation

When someone is treated less favourably than others because he or she has taken
action against the ABAE under one of the relevant Acts [outlined above] or provided
information about such discrimination, harassment and / or inappropriate behaviour
indeed supported another colleague in taking action against the ABAE under the
relevant legislation.

Implementation

The Board of Directors of the ABAE is responsible for ensuring that this Equity Policy is
followed throughout the organisation;

Breaches of this policy will be addressed robustly and be subject to the procedures
outlined in the ABAE Discipline and Appeals Procedures;

The ABAE Ethics Commission shall be responsible together with the ABAE National CP
and Ethics Manager for compiling and achieving the equity plan and its implementation;

This policy has been adopted by the Board of Directors and Boxing Council and shall be
available through various means to all members of staff, athletes, coaches, officials and
volunteers;

It shall be the responsibility of all within amateur boxing who interview / select staff or
volunteers to ensure that any such processes are in compliance with this policy and that
no applicant shall be placed at a disadvantage by requirements or conditions which are
not necessary to the performance of the job or which constitute unfair discrimination.;

Disciplinary and Grievance Procedures

To safeguard individual rights under this policy, an employee, athlete, coach, official or
volunteer who believes he/she has suffered inequitable treatment within the scope of
the policy may raise the matter through the appropriate procedure.

Appropriate disciplinary action will be taken against any employee, volunteer or
member who violates this Equity Policy.

The ABAE will ensure that individuals feel able to raise any grievance and no one will
be penalised for doing so unless it is untrue and not made in good faith.

Procedures regarding Grievance and / or Discipline will follow the ABAE Discipline and
Appeals Procedures which can also be found on the ABAE Web site.

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