REPORTING CONCERNS

Our Club has designated Human Resources officers available to handle and address any safeguarding issues. Players, coaches, and guardians can report concerns anonymously, if preferred. We are committed to investigating all concerns promptly and fairly while ensuring the well-being of all involved parties.

By adhering to this policy, we are collectively creating a safe and empowering environment where all players can enjoy the sport of soccer with peace of mind. Safeguarding is everyone’s responsibility, and together, we can make soccer a safe space for all.

Reporting Process

Step 1: Recognize and Respond

If you observe or experience any behaviour that may constitute abuse, neglect, or other safeguarding concerns:

• Stay Calm: Do not react angrily or confront the person responsible.

• Reassure the Victim: If a child or adult at risk is disclosing something to you, listen attentively, reassure them, and avoid making promises you can’t keep (e.g., promising absolute confidentiality).

Step 2: Report the Concern

1. Immediate Danger:

   • If someone is in immediate danger or at risk of significant harm, contact emergency services immediately (911 or the local emergency number).

2. Report to the Human Resources Officer:

   • If there is no immediate danger, report the concern to the club’s Designated Human Resources Officer as soon as possible.

   • Reports can be made in person, by phone, or via email, depending on the club’s procedure.

   • The Designated Human Resources Officer for Storm Soccer Club is Emma Parkington who can be contacted by emailing executive-director@stormsoccerclub.com or calling: 902-412-1822.

3. Use the Incident Reporting Form:

   • The Human Resources Officer or another designated staff member will provide an Incident Reporting Form to document your concern. Include specific details: what happened, where, who was involved, and any witnesses.

   • Ensure that you fill out the form as accurately as possible, noting dates, times, and other relevant details.

Step 3: The Investigation Process

1. Initial Assessment:

   • Upon receiving a report, the Human Resources Officer will make an initial assessment to determine the severity and nature of the concern.

   • They may consult with relevant authorities (e.g., child protective services, adult social services) if necessary.

2. Further Investigation:

   • For concerns that do not require immediate referral to external authorities, an internal investigation may take place. This could involve speaking to relevant individuals, gathering additional information, and assessing any ongoing risks.

   • Throughout this process, confidentiality will be maintained, and only individuals with a need to know will be informed.

3. Decision-Making and Action:

   • After the investigation, the club will decide on appropriate actions, which may include disciplinary measures, changes to policies, or, if needed, referrals to external authorities.

   • Those who reported the concern will be informed of the outcome as appropriate.

Step 4: Support and Follow-up

• Ongoing Support: Anyone affected by a safeguarding issue will have access to ongoing support, which may include counselling or other resources.

• Regular Check-ins: For serious concerns, the Human Resources Officer will perform follow-ups to ensure all necessary actions have been taken and that the individual affected feels safe and supported.

Confidentiality and Data Protection

All safeguarding reports will be handled with strict confidentiality, and details will only be shared with authorized personnel or relevant authorities as necessary. All documentation related to safeguarding incidents will be securely stored in compliance with data protection laws.

By following this reporting process, our club ensures that all concerns are addressed swiftly, fairly, and with the safety of players and staff as the highest priority.