| Calendar |
< September, 2010 >
| S |
M |
T |
W |
T |
F |
S |
| 29 |
30 |
31 |
01 |
02 |
03 |
04 |
| 05 |
06 |
07 |
08 |
09 |
10 |
11 |
| 12 |
13 |
14 |
15 |
16 |
17 |
18 |
| 19 |
20 |
21 |
22 |
23 |
24 |
25 |
| 26 |
27 |
28 |
29 |
30 |
01 |
02 |
|
|
| POLICIES |
RHPC Sun Smart Policy
SUN SMART POLICY
Rationale - Queensland has the highest rate of skin cancer in the world. Of all new cancers diagnosed in Australia each year, 80% are skin cancers. The health of participants in Pony Club activities is of primary concern to the Redlands Horse and Pony Club.
Given that our Club events often take place during peak ultraviolet radiation (UVR) times we as a Club recognise that we can play a major role in both minimising UVR exposure and to the best of our ability provide and environment where policies and procedures can positively influence long-term Sun Smart behaviour.
It is acknowledged that skin cancer is a major public health problem in Australia, with two out of every three people requiring treatment for some form of skin cancer in their lifetime. It is recognised that skin cancer is preventable and like any other medical condition, it is best dealt with by the application of preventative measures. Whilst Redlands Horse and Pony Club will endeavour to educate and provide resources regarding sun protection when at meetings, rallies, training and competitions, it is recognised that ultimately, the responsibility is that of each individual.
The policy aims to;
* Provide on going education that promote personal responsibility for skin cancer prevention and early detection
* Provide a sporting environment that supports Sun Smart practices and
* Create an awareness of the need to re schedule events, where possible to support Sun Smart Practises
Procedures
Our Club recognises that winter sun also contributes to skin damage. The implementation of this policy is on going throughout the year.
The purpose of this Sun Smart policy is to ensure all members and spectators at Redlands Horse and Pony Club are protected from the harmful effects of the sun throughout the year.
Redlands Horse and Pony Club expectations of all Members is that they will:
* Be aware of our Organisation’s Sun Smart policy, having been informed about it upon registration
* Take responsibility for their own health and safety by being Sun Smart
* Comply with the Club’s Sun Smart policy and guidelines by the wearing of suitable hats, clothing, sunscreen and sunglasses
* Apply SPF30+ at Events
* Use shaded or covered areas where possible and available when spectating and during riding breaks
* Help to design and regularly update the Club’s Sun Smart policy
* Act as positive role models for other members and spectators in all aspects of Sun Smart behaviour
Our Policy
Redlands Horse and Pony Club will;
* Inform individuals about our organisations Sun Smart policy when they apply for membership. This is
undertaken via the club website and member’s handbook
* RHPC promotes, provides and encourages the use of high SPF Broad Spectrum sunscreen by members. The Sun Safety Officer or nominated person offers SPF sunscreen to members at the beginning of each Muster. SPF sunscreen is readily available at no charge to all members and visitors at the Club House.
* In days of extreme temperatures, the club will endeavour to schedule activities outside the peak sun damage hours of 11.00am and 3.00pm.
* Follow the Cancer Council Queensland guidelines for Sun Smart clothing when choosing, designing or redesigning of uniforms
* Riding members are encouraged to wear brims on helmets for extra protection of face, ears, neck and shoulders, while participating in activities.
* Maximum use will be made of existing natural shade. Where natural shade is not adequate, the Club will endeavour to use portable shade structures for activities. Spectators are encouraged to observe in shaded areas and when available make use of portable shade areas
* Members are encouraged to wear collars as per our club muster uniform
* Promote Sun Smart behaviour through posters and information brochures
* Encourage all Instructor’s and Adult members of the Club to act as strong positive role models for all younger members in all aspects of Sun Smart behaviour by
* Wearing appropriate hats and clothing for all outdoor activities
* Using SPF 30+ broad –spectrum sunscreen at regular intervals during the day
* Seeking shade whenever possible
* Wearing sunglasses that meet the Australian Standard (AS/NZS 1067;2003)
PCAQ - CODES OF BEHAVIOUR
Pony Club Association of Queensland Inc.
CODES OF BEHAVIOUR
Riders
1. Play by the rules.
2. Never argue with an official. If you disagree, have your captain, coach or manager approach the official at a suitable time.
3. Control your temper. Verbal abuse of official and sledging other players, deliberately distracting or provoking an opponent are not acceptable or permitted behaviors in any sport.
4. Work equally hard for yourself and /or your team. Your team’s performance will benefit, so will you.
5. Be a good sport. Applaud all good performances whether by your team or the opposition.
6. Treat all participants in your sport as you like to be treated. Do not bully or take unfair advantage of another competitor.
7. Co-operate with your instructor, teammates and opponents. Without them there would be no competition.
8. Participate for your own enjoyment and benefit, not just to please parents and instructors.
9. Respect the rights, dignity and worth of all participants regardless of their gender, ability, cultural background or religion.
Parents
1. Remember that children participate in sport for their enjoyment, as well as yours.
2. Encourage children to participate, do not force them.
3. Focus on the child’s efforts and performance rather than winning or losing.
4. Encourage children always to play according to the rules and to settle disagreements without resorting to hostility or violence.
5. Never ridicule or yell at a child for making mistake or losing a competition.
6. Remember that children learn best by example. Appreciate good performances and skilful plays by all participants.
7. Support all efforts to remove verbal and physical abuse from sporting activities.
8. Show appreciation for instructors, officials and administrators. Without them, your child could not participate.
9. Never abuse or belittle instructors, judges, stewards or administrators, especially in front of children or bystanders. If you have a legitimate complaint there are proper procedures to follow.
10. At all times teach and encourage a child to show good sportsmanship, especially in adversity. Again, remember that children learn best by example.
11. Respect the rights, dignity and worth of every young person regardless of their gender, ability, cultural background and religion.
Administrators
1. Involve young people in planning, leadership, evaluation and decision making related to the activity.
2. Give all young people equal opportunities to participate.
3. Create pathways for young people to participate in sport not just as a player but also as a coach, referee,administrator etc.
4. Ensure that rules, equipment, length of games and training schedules are modified to suit the age, ability and maturity level of young riders.
5. Provide quality supervision and instruction for junior riders.
6. Remember that young people participate for their enjoyment and benefit. Do not overemphasize awards.
7. Help instructors and officials highlight appropriate behavior and skill development, and help improve the standards of instruction and officiating.
8. Ensure that everyone involved in junior sport emphasizes fair play, and not winning at all costs.
9. Give a code of behavior sheet to spectators, officials, parents, instructors, riders and the media and encourage them to follow it.
10. Remember you set an example. Your behavior and comments should be positive and supportive.
11. Support implementation of the National Junior Sport Policy.
12. Make it clear that abusing young people in any way is unacceptable and will result in disciplinary action.
13. Respect the rights, dignity and worth of every young person regardless of their gender, ability, cultural background or religion.
Officials
1. Compliment and encourage all participants.
2. Be consistent, objective and courteous when making decisions.
3. Condemn unsporting behavior and promote respect for all opponents.
4. Emphasize the spirit of the competition rather than the errors.
5. Encourage and promote rule changes that will make participation more enjoyable.
6. Be a good sport yourself. Actions speak louder than words.
7. Keep up to date with the latest trends in officiating and the principles of growth and development of young people.
8. Remember you set an example. Your behavior and comments should be positive and supportive.
9. Place the safety and welfare of the participants above all else
10. Give all young people a ‘fair go’ regardless of their gender, ability, cultural backgrounds or religion.
Instructors/Coaches
1. Remember that young people participate for pleasure and winning is only part of the fun.
2. Never ridicule or yell at a young rider for making a mistake or not coming first.
3. Be reasonable in your demands on riders’ time, energy and enthusiasm.
4. Operate within the rules and spirit of your sport and teach your riders to do the same.
5. Ensure that the time riders spend with you is a positive experience. All young people are deserving of equal attention and opportunities.
6. Avoid overplaying the talented riders; the just average need and deserve equal time.
7. Ensure that equipment and facilities meet safety standards and are appropriate to the age and ability of all riders.
8. Display control, respect and professionalism to all involved with the sport. This includes opponents, instructors,officials, administrators, the media, parents and spectators. Encourage riders to do the same.
9. Show concern and caution towards sick and injured riders. Follow the advice of a physician when determining whether an injured rider is ready to recommence training or competition.
10. Obtain appropriate qualifications and keep up to date with the latest coaching practices and the principles of growth and development of young people.
11. Any physical contact with a young person should be appropriate to the situation and necessary for the player’s skill development.
12. Respect the rights, dignity and worth of every young person regardless of their gender ability, cultural background or religion.
Disciplinary procedure is laid out in the PCAQ Administration Handbook
PCAQ - ANTI HARASSMENT POLICY
Pony Club Association of Queensland Inc.
ANTI HARASSMENT POLICY
The Pony Club Association of Queensland is committed to providing a sport and work environment free from
harassment and discrimination. We believe that anyone who is employed by PCAQ represents PCAQ and everyone,
with whom PCAQ deal has the right to be treated with respect and dignity. The Pony Club Association of Queensland
will not tolerate harassment in our organisation. We will take all complaints of harassment seriously and will ensure
they are dealt with promptly, seriously, sensitively and confidentially. Disciplinary action can be taken against a
person who is found in breach of this policy.
ANTI HARRASSMENT POLICY APPLICATION
This policy applies to all riding and non-riding members, parents/guardians, coaches, employees, administrators,
officials and volunteers of the Pony Club Association of Queensland (PCAQ).
This policy applies to behaviour occurring both within and outside the course of the PCAQ's business, activities and
events, when the behaviour involves individuals associated with the PCAQ and negatively affects relationships within
our sport and work environment.
This policy applies to harassment occurring between any participants in the organisation. Harassment may occur, for
example, from:
Instructor to rider;
Rider to rider;
Instructor to instructor;
Rider to instructor;
Parent to instructor or other rider;
Parent to Administrator;
Administrator to parent, rider, employee or volunteer;
Employee or volunteer to rider, coach or administrator;
Rider to administrator;
Administrator to instructor;
Instructor to administrator; or
Between any parties associated with the PCAQ.
UNLAWFUL HARASSMENT
Sexual harassment and various other forms of harassment are unlawful under federal and state/territory antidiscrimination
laws. People engaging in harassment can have legal action taken against them under these laws. In
some cases, legal action can also be taken against the organisation for which they work or which they represent. For
this reason, the PCAQ has a legal responsibility to ensure that harassment does not occur in the course of any of our
activities.
DEFINITIONS
For the purpose of this policy, harassment is defined as follows:
Harassment (general)
Harassment consists of offensive, abusive, belittling or threatening behaviour directed at a person or people,
usually because they are different, or perceived to be different, from the harasser. The difference may be in
gender, race, disability, sexual orientation, age, power (relative to the harasser), religion or some other
characteristic. It is behaviour that is unwelcome and that could reasonably be expected to upset the person or
people at whom it is directed.
For the purpose of this policy, sexual harassment is defined as follows:
Sexual Harassment
Sexual harassment is behaviour that has a sexual element, that is unwelcome and that could reasonably be
expected, in the circumstances in which it occurs, to offend, humiliate, threaten or intimidate the person or people at
whom it is directed.
Behaviour constituting harassment can take many different forms and may be explicit or implicit, physical,
verbal or non-verbal. Examples include, but are not limited to:
Abusive behaviour aimed at humiliating or intimidating someone in a less powerful position;
Jokes or comments directed at a person’s body, looks, age, race, religion, sexual orientation or disability;
Unwelcome remarks including teasing, name calling or insults;
Innuendo or taunting;
Homophobic comments and/or behaviours;
Uninvited touching, kissing, embracing massaging;
Staring, leering, ogling;
Smutty and/or rude jokes and comments;
Persistent or intrusive questions about people’s private lives;
Repeated invitations to go out, especially after prior refusal;
Sexual propositions;
The use of promises or threats to coerce someone into sexual activity;
The creation of a hostile or sexually permeated environment by constant inappropriate references to sexual
matters, the display of sexuality explicit material (posters, cartoons, graffiti) or by the use of offensive phone calls,
email, faxes, letters or notes; and
Sexual insults, taunts, name-calling.
Jokes and behaviour, which are genuinely enjoyed and consented to by everyone present, are not harassment.
Sexual interaction or flirtation that is based on mutual attraction or friendship, and which is consensual or
invited, is not sexual harassment. However, it is important to recognise that some people may accept or put
up with behaviour they find harassing, especially if they hold a subordinate position relative to the group or
individual engaging in the flirtatious or jovial behaviour. It is the responsibility of all people covered by this
policy to err on the side of caution and to be sensitive to the impact of their behaviour, not just those to whom
the behaviour is primarily directed.
RESPONSIBILITIES
The PCAQ is responsible for taking all reasonable steps to prevent harassment in our organisation and for
ensuring our policy is well known throughout the organisation. This means we will take whatever steps necessary to
ensure that everyone in the organisation know:
What harassment means,
That it is against the law, and
That it will not be tolerated
PCAQ will promote awareness of this policy and its contents by:
Including a copy of the policy on the PCAQ website;
Distributing copies of the policy to affiliated Zones and Clubs;
Notifying participants in all PCAQ activities and/or functions that they will be required to comply with this policy;
Reminding members of the policy through the PCAQ newsletter
While the Executive Committee has ultimate responsibility for ensuring that PCAQ is free of harassment, the
Executive Committee may appoint an Anti Harassment Officer/s (AHO) to be responsible for the day-to-day
implementation of this policy.
Administrators, officials, managers, supervisors and coaches have a direct responsibility to make sure that riding and
non-riding members, employees and volunteers know about this policy and adhere to it.
The Executive Committee is further responsible for ensuring that the policy is monitored and reviewed regularly.
It will be the responsibility of all riding and non-riding members, officials, coaches and volunteers to:
Comply with this policy;
Offer support to anyone who is being harassed or feel they are being harassed and let them know where they can
get help and advice;
Maintain complete confidentiality if they provide information during investigation of a complaint; and
Avoid gossiping or spreading rumours about the harassment (outside giving information as part of a legitimate
investigation process). Such behaviour can result in legal action for defamation.
INTIMATE RELATIONSHIPS
PCAQ takes the view that intimate sexual relationships between coaches and riding members, while not necessarily
constituting unlawful harassment, can have harmful effects on the individual riding member involved, on other riding
members and coaches and on the public image of Pony Club. Such relationships tend to be exploitive because there
is usually a disparity between coaches and riding members in terms of authority, maturity, status and dependence.
Because there is always a risk that the relative power of the coach. has been a factor in the development of such
relationships the PCAQ takes the position that such relationships should be avoided by coaches working at all levels.
Other professionals, such as teachers, doctors and counsellors are required when dealing with relatively vulnerable
clients or students, to avoid sexual relationships with them.
Should a sexual relationship develop between a riding member and coach the PCAQ may investigate whether any
action against the coach is necessary. Factors that may be relevant to consider are the age and maturity of the riding
member relative to the coach, the financial and emotional dependence of the riding member on the coach and the
likelihood of the relationship having any adverse impact on the riding member.
If it is determined that the sexual relationship is inappropriate, action may be taken to terminate the coaching
relationships with the riding member. If no other action is feasible there could be a request for resignation or
dismissal from coaching duties.
In the event that a riding member attempts to initiate an intimate sexual relationship, the coach must take personal
responsibility for discouraging such approaches, explaining the ethical basis for such action. The coach may wish to
approach the PCAQ’s AHO or other official if he/she feels harassed.
The law is always the minimum standard for behaviour within the PCAQ and therefore sex with a minor of
either the same or the opposite sex is a criminal offence.
HARASSMENT COMPLAINTS
PCAQ will deal promptly, seriously, sensitively and confidentially with any complaints about breaches of their policy.
PCAQ will ensure that appropriate procedures are followed to handle harassment complaints. These will provide both
formal and informal mechanisms for dealing with complaints.
In the first instance, advice and assistance can be provided by the AHO/s appointed by the Executive Committee. The
AHO is able to offer help in several ways. He/She can:
Listen and provide moral support;
Clarify whether the behaviour being experienced constitutes harassment, another form of unacceptable behaviour
that requires other solutions, or legitimate supervisory/coaching behaviour;
If appears that the conduct is harassment, explain the courses of action available to deal with the harassment,
from informal measures through to formal complaints;
Give information where appropriate on self help measures, such as suggesting that the harassed person
approach the harasser and explain that the behaviour is unacceptable and upsetting;
Provide referral to other people or bodies charged with taking formal complaints;
Accompany the person who feels they are being harassed to approach the alleged harasser or to take other
actions under informal or formal complaints procedures; and
Follow up with the person, after appropriate action has been taken, to ensure that they are satisfied with the
resolution.
The names and contact details for the PCAQ AHOs may be obtained from the PCAQ State Office.
While it is recommended that an AHO be approached in the first instance, the person experiencing harassment
also may seek advice and support in the first instance from another trusted person, for example:
A coach or senior official;
A person designated to take responsibility for resolving harassment complaints; or
Any signatory to the Anti-Harassment policy or any other official of the organisation (as appropriate).
INFORMAL RESOLUTION
Informal resolution of complaints is the most common avenue for finding resolutions. Informal solutions may
occur to the complainant while he or she is talking to the AHO. These may then be carried out by the
complainant with or without the assistance of the AHO. Resolution of complaints at this level allows for
complete confidentiality for both parties and can sometimes result in an improved working relationship.
The second level of informal resolution involves mediation by an agreed third party. The mediator could be a
complaints officer (who is preferably is a club member qualified in mediation), an official or anyone agreed to
by both parties for this purpose.
FORMAL RESOLUTION
The complainant may decide, however, after talking to the AHO, or after informal resolution has failed, to
lodge a formal written complaint. All formal written complaints about harassment shall be lodged with the
AHO.
On receiving the written complaint the AHO will attempt to resolve the matter between the complainant and
the alleged harasser by mediation, unless this is clearly inappropriate in the circumstances. If mediation fails,
or is not attempted the AHO will refer the matter to PCAQ to conduct a fair investigation in relation to the complaint.
The purpose of the investigation will be to establish whether harassment occurred, and if so what action should be
taken to resolve the matter. In conducting the investigation, PCAQ shall ensure adherence to the principles of
natural justice.
PCAQ may take any action it considers appropriate against the offender if it has established on the balance of
probabilities that the harassment has occurred, including but not limited to:
Expelling or suspending the membership of the person (if he/she is a member);
Providing the offender with a written warning;
Requiring the offender to attend counselling; or
Such other action as it deems reasonable in all the circumstances.
A complainant can withdraw his or her complaint at any time. If the complaint is withdrawn, PCAQ is not required to
pursue the complaint and/or investigation any further.
RIGHT TO APPEAL
After an investigation of a complaint has occurred, a decision has been reached and action recommended both
parties to complaint have the right to appeal the decision and recommendation. The party wishing to appeal a
decision shall advise the State Administrator in writing with 72 hours of PCAQ delivering its decision (‘Notice of
Intention to Appeal’).
The person bringing the appeal must also provide the grounds of appeal in writing within five (5) days of
lodging the Notice of Intention to Appeal. If this is not complied with the appeal shall be deemed to be withdrawn.
An appeals panel made up of members other than those who formed the original review panel will handle formal
appeals. The appeals panel may:
Dismiss the appeal;
Uphold the appeal;
Reduce, increase or otherwise vary the penalty.
DISCIPLINARY ACTION
PCAQ can take disciplinary action against any person in the PCAQ who is found to be guilty of harassment. The
PCAQ can also take disciplinary action against anyone who victimises a person who has complained of harassment.
The discipline would depend on the severity of the case and could involve counselling, compulsory education, a fine,
suspension, dismissal or withdrawal of membership.
Disciplinary Procedure is detailed in the PCAQ Administration Handbook.
PCAQ will take similar disciplinary action against any person who is found to have made false, vexatious or frivolous
allegations of harassment.
Apart from the complaint procedures set out in this policy, complainants may, at any time, contact the relevant
state/territory or federal anti-discrimination/human rights body for information or advice, or further action.Pony Club Association of Queensland Inc.
ANTI HARASSMENT POLICY
The Pony Club Association of Queensland is committed to providing a sport and work environment free from
harassment and discrimination. We believe that anyone who is employed by PCAQ represents PCAQ and everyone,
with whom PCAQ deal has the right to be treated with respect and dignity. The Pony Club Association of Queensland
will not tolerate harassment in our organisation. We will take all complaints of harassment seriously and will ensure
they are dealt with promptly, seriously, sensitively and confidentially. Disciplinary action can be taken against a
person who is found in breach of this policy.
ANTI HARRASSMENT POLICY APPLICATION
This policy applies to all riding and non-riding members, parents/guardians, coaches, employees, administrators,
officials and volunteers of the Pony Club Association of Queensland (PCAQ).
This policy applies to behaviour occurring both within and outside the course of the PCAQ's business, activities and
events, when the behaviour involves individuals associated with the PCAQ and negatively affects relationships within
our sport and work environment.
This policy applies to harassment occurring between any participants in the organisation. Harassment may occur, for
example, from:
Instructor to rider;
Rider to rider;
Instructor to instructor;
Rider to instructor;
Parent to instructor or other rider;
Parent to Administrator;
Administrator to parent, rider, employee or volunteer;
Employee or volunteer to rider, coach or administrator;
Rider to administrator;
Administrator to instructor;
Instructor to administrator; or
Between any parties associated with the PCAQ.
UNLAWFUL HARASSMENT
Sexual harassment and various other forms of harassment are unlawful under federal and state/territory antidiscrimination
laws. People engaging in harassment can have legal action taken against them under these laws. In
some cases, legal action can also be taken against the organisation for which they work or which they represent. For
this reason, the PCAQ has a legal responsibility to ensure that harassment does not occur in the course of any of our
activities.
DEFINITIONS
For the purpose of this policy, harassment is defined as follows:
Harassment (general)
Harassment consists of offensive, abusive, belittling or threatening behaviour directed at a person or people,
usually because they are different, or perceived to be different, from the harasser. The difference may be in
gender, race, disability, sexual orientation, age, power (relative to the harasser), religion or some other
characteristic. It is behaviour that is unwelcome and that could reasonably be expected to upset the person or
people at whom it is directed.
For the purpose of this policy, sexual harassment is defined as follows:
Sexual Harassment
Sexual harassment is behaviour that has a sexual element, that is unwelcome and that could reasonably be
expected, in the circumstances in which it occurs, to offend, humiliate, threaten or intimidate the person or people at
whom it is directed.
Behaviour constituting harassment can take many different forms and may be explicit or implicit, physical,
verbal or non-verbal. Examples include, but are not limited to:
Abusive behaviour aimed at humiliating or intimidating someone in a less powerful position;
Jokes or comments directed at a person’s body, looks, age, race, religion, sexual orientation or disability;
Unwelcome remarks including teasing, name calling or insults;
Innuendo or taunting;
Homophobic comments and/or behaviours;
Uninvited touching, kissing, embracing massaging;
Staring, leering, ogling;
Smutty and/or rude jokes and comments;
Persistent or intrusive questions about people’s private lives;
Repeated invitations to go out, especially after prior refusal;
Sexual propositions;
The use of promises or threats to coerce someone into sexual activity;
The creation of a hostile or sexually permeated environment by constant inappropriate references to sexual
matters, the display of sexuality explicit material (posters, cartoons, graffiti) or by the use of offensive phone calls,
email, faxes, letters or notes; and
Sexual insults, taunts, name-calling.
Jokes and behaviour, which are genuinely enjoyed and consented to by everyone present, are not harassment.
Sexual interaction or flirtation that is based on mutual attraction or friendship, and which is consensual or
invited, is not sexual harassment. However, it is important to recognise that some people may accept or put
up with behaviour they find harassing, especially if they hold a subordinate position relative to the group or
individual engaging in the flirtatious or jovial behaviour. It is the responsibility of all people covered by this
policy to err on the side of caution and to be sensitive to the impact of their behaviour, not just those to whom
the behaviour is primarily directed.
RESPONSIBILITIES
The PCAQ is responsible for taking all reasonable steps to prevent harassment in our organisation and for
ensuring our policy is well known throughout the organisation. This means we will take whatever steps necessary to
ensure that everyone in the organisation know:
What harassment means,
That it is against the law, and
That it will not be tolerated
PCAQ will promote awareness of this policy and its contents by:
Including a copy of the policy on the PCAQ website;
Distributing copies of the policy to affiliated Zones and Clubs;
Notifying participants in all PCAQ activities and/or functions that they will be required to comply with this policy;
Reminding members of the policy through the PCAQ newsletter
While the Executive Committee has ultimate responsibility for ensuring that PCAQ is free of harassment, the
Executive Committee may appoint an Anti Harassment Officer/s (AHO) to be responsible for the day-to-day
implementation of this policy.
Administrators, officials, managers, supervisors and coaches have a direct responsibility to make sure that riding and
non-riding members, employees and volunteers know about this policy and adhere to it.
The Executive Committee is further responsible for ensuring that the policy is monitored and reviewed regularly.
It will be the responsibility of all riding and non-riding members, officials, coaches and volunteers to:
Comply with this policy;
Offer support to anyone who is being harassed or feel they are being harassed and let them know where they can
get help and advice;
Maintain complete confidentiality if they provide information during investigation of a complaint; and
Avoid gossiping or spreading rumours about the harassment (outside giving information as part of a legitimate
investigation process). Such behaviour can result in legal action for defamation.
INTIMATE RELATIONSHIPS
PCAQ takes the view that intimate sexual relationships between coaches and riding members, while not necessarily
constituting unlawful harassment, can have harmful effects on the individual riding member involved, on other riding
members and coaches and on the public image of Pony Club. Such relationships tend to be exploitive because there
is usually a disparity between coaches and riding members in terms of authority, maturity, status and dependence.
Because there is always a risk that the relative power of the coach. has been a factor in the development of such
relationships the PCAQ takes the position that such relationships should be avoided by coaches working at all levels.
Other professionals, such as teachers, doctors and counsellors are required when dealing with relatively vulnerable
clients or students, to avoid sexual relationships with them.
Should a sexual relationship develop between a riding member and coach the PCAQ may investigate whether any
action against the coach is necessary. Factors that may be relevant to consider are the age and maturity of the riding
member relative to the coach, the financial and emotional dependence of the riding member on the coach and the
likelihood of the relationship having any adverse impact on the riding member.
If it is determined that the sexual relationship is inappropriate, action may be taken to terminate the coaching
relationships with the riding member. If no other action is feasible there could be a request for resignation or
dismissal from coaching duties.
In the event that a riding member attempts to initiate an intimate sexual relationship, the coach must take personal
responsibility for discouraging such approaches, explaining the ethical basis for such action. The coach may wish to
approach the PCAQ’s AHO or other official if he/she feels harassed.
The law is always the minimum standard for behaviour within the PCAQ and therefore sex with a minor of
either the same or the opposite sex is a criminal offence.
HARASSMENT COMPLAINTS
PCAQ will deal promptly, seriously, sensitively and confidentially with any complaints about breaches of their policy.
PCAQ will ensure that appropriate procedures are followed to handle harassment complaints. These will provide both
formal and informal mechanisms for dealing with complaints.
In the first instance, advice and assistance can be provided by the AHO/s appointed by the Executive Committee. The
AHO is able to offer help in several ways. He/She can:
Listen and provide moral support;
Clarify whether the behaviour being experienced constitutes harassment, another form of unacceptable behaviour
that requires other solutions, or legitimate supervisory/coaching behaviour;
If appears that the conduct is harassment, explain the courses of action available to deal with the harassment,
from informal measures through to formal complaints;
Give information where appropriate on self help measures, such as suggesting that the harassed person
approach the harasser and explain that the behaviour is unacceptable and upsetting;
Provide referral to other people or bodies charged with taking formal complaints;
Accompany the person who feels they are being harassed to approach the alleged harasser or to take other
actions under informal or formal complaints procedures; and
Follow up with the person, after appropriate action has been taken, to ensure that they are satisfied with the
resolution.
The names and contact details for the PCAQ AHOs may be obtained from the PCAQ State Office.
While it is recommended that an AHO be approached in the first instance, the person experiencing harassment
also may seek advice and support in the first instance from another trusted person, for example:
A coach or senior official;
A person designated to take responsibility for resolving harassment complaints; or
Any signatory to the Anti-Harassment policy or any other official of the organisation (as appropriate).
INFORMAL RESOLUTION
Informal resolution of complaints is the most common avenue for finding resolutions. Informal solutions may
occur to the complainant while he or she is talking to the AHO. These may then be carried out by the
complainant with or without the assistance of the AHO. Resolution of complaints at this level allows for
complete confidentiality for both parties and can sometimes result in an improved working relationship.
The second level of informal resolution involves mediation by an agreed third party. The mediator could be a
complaints officer (who is preferably is a club member qualified in mediation), an official or anyone agreed to
by both parties for this purpose.
FORMAL RESOLUTION
The complainant may decide, however, after talking to the AHO, or after informal resolution has failed, to
lodge a formal written complaint. All formal written complaints about harassment shall be lodged with the
AHO.
On receiving the written complaint the AHO will attempt to resolve the matter between the complainant and
the alleged harasser by mediation, unless this is clearly inappropriate in the circumstances. If mediation fails,
or is not attempted the AHO will refer the matter to PCAQ to conduct a fair investigation in relation to the complaint.
The purpose of the investigation will be to establish whether harassment occurred, and if so what action should be
taken to resolve the matter. In conducting the investigation, PCAQ shall ensure adherence to the principles of
natural justice.
PCAQ may take any action it considers appropriate against the offender if it has established on the balance of
probabilities that the harassment has occurred, including but not limited to:
Expelling or suspending the membership of the person (if he/she is a member);
Providing the offender with a written warning;
Requiring the offender to attend counselling; or
Such other action as it deems reasonable in all the circumstances.
A complainant can withdraw his or her complaint at any time. If the complaint is withdrawn, PCAQ is not required to
pursue the complaint and/or investigation any further.
RIGHT TO APPEAL
After an investigation of a complaint has occurred, a decision has been reached and action recommended both
parties to complaint have the right to appeal the decision and recommendation. The party wishing to appeal a
decision shall advise the State Administrator in writing with 72 hours of PCAQ delivering its decision (‘Notice of
Intention to Appeal’).
The person bringing the appeal must also provide the grounds of appeal in writing within five (5) days of
lodging the Notice of Intention to Appeal. If this is not complied with the appeal shall be deemed to be withdrawn.
An appeals panel made up of members other than those who formed the original review panel will handle formal
appeals. The appeals panel may:
Dismiss the appeal;
Uphold the appeal;
Reduce, increase or otherwise vary the penalty.
DISCIPLINARY ACTION
PCAQ can take disciplinary action against any person in the PCAQ who is found to be guilty of harassment. The
PCAQ can also take disciplinary action against anyone who victimises a person who has complained of harassment.
The discipline would depend on the severity of the case and could involve counselling, compulsory education, a fine,
suspension, dismissal or withdrawal of membership.
Disciplinary Procedure is detailed in the PCAQ Administration Handbook.
PCAQ will take similar disciplinary action against any person who is found to have made false, vexatious or frivolous
allegations of harassment.
Apart from the complaint procedures set out in this policy, complainants may, at any time, contact the relevant
state/territory or federal anti-discrimination/human rights body for information or advice, or further action.
PCAQ - SMOKE FREE POLICY
Pony Club Association of Queensland Inc.
SMOKE FREE POLICY
Rationale
The Pony Club Association of Qld Inc recognizes that passive smoking is hazardous to health and that non-smokers should be protected from tobacco smoke. Accordingly, the following policy adopted by PCAQ applies to all Members State, Zones and Clubs, Venues/areas. This policy applies to all members, administrators, officials, coaches, riders and visitors of the Club, Zone and State.
Policy on Smoking
The PCAQ policy requires
1. Administration, dining, eating and office area to be smoke free.
2. Change rooms and toilets to be smoke free.
3. Cigarettes not to be sold (including from vending machines).
4. Smoking not to be permitted in indoor spectator viewing and riding areas.
5. That Outdoor spectator grandstands and seating area should be smoke free.
6. That all indoor social functions of the organisation should be smoke free.
7. Volunteers and officials should refrain from smoking while they are acting in an official capacity.
8. Coaches and trainers to refrain from smoking whilst acting in their official capacity.
9. Riders to refrain from smoking while in uniform.
Non-compliancewith this policy may result in disciplinary action being taken by the Club/Zone or PCAQ Executive on behalf of Council. Note: Non-compliance could place PCAQ in jeopardy for Government funding.
PCAQ - ALCOHOL POLICY
Pony Club Association of Queensland Inc.
ALCOHOL POLICY
Policy Statement
PCAQ is committed to providing a safe sporting and working environment for every person involved in Pony Club activities.
To enable this commitment to be met, the consumption of alcohol is absolutely forbidden for members under 18 years of age (the legal drinking age in Australia), and is not encouraged for members, officials, parents or volunteers of 18 years of age and over, whilst engaged in any Pony Club activity. Riders and supporters must not consume alcohol during the conduct of any Pony Club activity involving horses.
The Pony Club Association of Queensland will not tolerate any breach of this policy and will investigate any reported inappropriate use of alcohol in Pony Club activities. Disciplinary action will be taken against a person who is found in breach of this policy. The Policy is effective from the date of approval by the Pony Club Association of Queensland.
Coverage
This policy applies to any person who is engaged in a Pony Club activity whether the activity is conducted in Australia or overseas. This policy applies to all International and National tours, events or competitions. Failure to adhere to the policy could have a detrimental effect on the safety and well being of Pony Club riders and their horses as well as non-riding members and the general public. It could also affect the good name of the Pony Club
movement, which in turn could jeopardize any future State or National financial support.
1. Riding members involved in any Pony Club activity:
* Consumption of alcohol is absolutely prohibited for riding members who have not attained the legal drinking age;
* Consumption of alcohol is not encouraged, but if consumed by riders of legal age within constraints of this policy, should be discreet and with due regard to their responsibility to their State Association and the APCC.
* Any rider found to be under the influence of alcohol at any time during a Pony Club competition will be automatically disqualified from the competition on the grounds of breach of an approved Pony Club policy. Such decision should be made by either a ground jury or the organising committee and should be based on duty of care;
* Consumption of alcohol by riders, of legal drinking age, when representing Pony Club on International and National tours is permitted in moderation at any arranged official function.
* Riding members, who are of legal drinking age in Australia and are representing Pony Club in any activity outside of Australia must check on the legal drinking age of the country they are visiting before partaking of any alcohol within the constraints of this policy;
2. Team Coaches, Chaperones
* Consumption of alcohol by Team Coaches and Chaperones is not encouraged. In extraordinary circumstances arrangements may be made, for a team member to be in the care of a parent or guardian. If arrangements are made for a team member to be in the care of a parent or guardian the requirements of this policy relating to riders still apply.
3. Other Pony Club Officials, Parents, Volunteers and Supporters
* Consumption of alcohol at Pony Club functions or activities is not encouraged. Sale of alcohol is not permitted during the running of events or competitions under Pony Club control which are attended by Pony Club members with their horses. Alcohol may be available at the end of the day’s activities and with due regard to the safety and
care of riders and their horses.
* Officials assisting with the organisation or conduct of a Pony Club activity must not consume alcohol during the conduct of the activity.
4. Disciplinary procedure is outlined in the PCAQ Administration Handbook
PCAQ - EQUAL EMPLOYMENT OPPORTUNITY POLICY
Pony Club Association of Queensland Inc.
EQUAL EMPLOYMENT OPPORTUNITY POLICY
The Pony Club Association of Queenslan d is committed to a workplace free from all forms of discrimination and harassment. All employees, volunteers and members of the PCAQ will be treated fairly regardless of their:
* Sex;
* Race, colour, ethnic or ethno-religious background, descent or nationality;
* Marital status;
* Disability (including past, present or future physical, intellectual or psychiatric disability, learning disorders or any
organism capable of causing disease – for example HIV);
* Homosexuality;
* Age; or
* Gender identification
The PCAQ will establish and monitor employment policies, practises and procedures to make sure we follow EqualEmployment Opportunity principles in:
* Management practices;
* Job design and workload allocation;
* Staff selection and recruitment;
* Working conditions, including flexible work practices;
* Induction of new staff;
* Training and development;
* Staff support, supervision and performance appraisal;
* Dealing with harassment and discrimination complaints;
* Counselling or disciplining staff; and
* Dismissing staff.
PCAQ is also responsible for promoting awareness in the organisation about EEO and developing the skills of individuals to implement it.
In addition, all members of the PCAQ, paid or unpaid staff have a responsibility to ensure that they:
* Do not discriminate against or harass others in their day to day conduct:
* Avoid discrimination in the development, implementation and assessment of employment policies and practices; and
* Follow the PCAQ’s grievance procedure.
Created on 01/13/2009 07:53 PM by MikeC
Updated on 03/18/2009 10:11 PM by MikeC
|
|
|
|
|
