Our Club

Equal Opportunity Policy

The Beachport Surf Life Saving Club believes Equal Opportunity can deliver advantages to our community sports club. Treating people fairly has a positive impact on volunteers and members and enhances our reputation as a sports club of choice.

Equal Opportunity principles are in line with our aim to get the best from our people and give them the greatest opportunity to participate in our community service.

All voluntary staff and people working on our premises, and our members, supporters, visitors and stake holders are covered by Equal Opportunity law and by this policy.

Equal Opportunity

Equal Opportunity means fairly treating staff and customers.

Fair treatment is:

• treating people as individuals without making judgments based on irrelevant personal characteristics
• creating a work environment free from discrimination, harassment, bullying and victimisation
• allowing all volunteers to work to their full potential
• making decisions based on merit.
• Direct and Indirect Discrimination

Unlawful discrimination is unfairly treating people because of their particular personal characteristics or because they belong to a certain group.

Discrimination can be direct or indirect.

Indirect discrimination is treatment which appears to be equal but is unfair on certain people. To be unlawful it must also be unreasonable.

It is unlawful to unfairly treat people because of their:

• age pregnancy
• sex association with child
• chosen gender caring responsibilities
• race identity of spouse
• disability religious appearance or dress
• sexuality political opinion
• marital or domestic partnership
• status religion
• social origin irrelevant
• criminal record
• trade union activity

It is unlawful to unfairly treat people in employment, education, providing goods and services, accommodation, clubs and associations, granting qualifications, advertising or selling land.

Sometimes discriminating behaviours are referred to as bullying.

Bullying is behaviour which makes people feel offended, afraid or humiliated and in the circumstances it is reasonable to feel that way.

Bullying behaviour relating to age, sex, chosen gender, race, disability, sexuality, marital or domestic partnership status, pregnancy, association with child, caring responsibilities, identity of spouse, religious appearance or dress, political opinion, religion, social origin, irrelevant criminal record or trade union activity is unlawful.

Legitimate comment on performance or work related behaviour is not unfair treatment. Managers can give full and frank feedback in a constructive and sensitive way.

Sexual Harassment

Sexual harassment is sexual behaviour which makes people feel offended, afraid or humiliated and in the circumstances, it is reasonable to feel that way.

Both men and women can sexually harass or be harassed. Sexual harassment is determined from the point of view of the person feeling harassed. It is how the behaviour is received not how it is intended that counts.

Sexual harassment can be:

• unwelcome touching or kissing
• comments or jokes, leering or staring
• sexual pictures, objects, emails, text messages or literature
• direct or implied propositions, or requests for dates
• questions about sexual activity.

Mutual attraction or friendship with consent is not sexual harassment.

Victimisation

Victimisation is unfairly treating people for complaining or helping others to complain, either within our organisation or to the Equal Opportunity Commission.

Unlawful victimisation is unfair treatment for complaints about discrimination or sexual harassment.

Statement of Commitment

The Beachport Surf Life Saving Club commits to fair treatment in our:

• policies, procedures or practices in participation
• recruitment and selection
• terms and conditions
• training
• promotion and transfer
• termination
• providing goods and services
• offering or providing education
• offering membership to our club / association and providing benefits
• giving approval to qualifications

Discrimination, sexual harassment and victimisation will not be tolerated.

Rights and Responsibilities

Equal Opportunity law gives rights and responsibilities to employees, current and potential, and to employers.

Staff have:

• the right not to be discriminated against, sexually harassed or victimised
• the right to be protected by their elected Committee from these behaviours
• the right to complain
• the right to work in an environment free of discrimination and sexual harassment
• the responsibility not to discriminate against, sexually harass or victimise other volunteers or members
• the responsibility to be familiar with Equal Opportunity policies and complaint procedures
• the right to report to the committee they are being harassed by anyone in the course of their participation.

The Committee has:

• the right to control, direct and monitor volunteer performance
• the right to give legitimate comment on performance or work related behaviour
• the responsibility to ensure that the workplace and goods and services offered are free from discrimination, sexual harassment and victimisation
• the responsibility to take all reasonable steps to prevent these behaviours
• the responsibility to respond quickly, seriously and effectively to any complaints.

Our Practice

The Beachport Surf Life Saving Club has an Equal Opportunity Policy which applies to all.

The Club President has the responsibility for implementing this policy.

Managerment and committee members have the responsibility to communicate the policy to volunteers and members and ensure it is followed.

Volunteers have the responsibility to be familiar with this policy and follow it.

Copies of this policy can be obtained from the Club Secretary or a member of the committee.

Complaints

Any complaints about policy breaches will be dealt with quickly, seriously and confidentially.

In the first instance contact a member of the elected committee.

They will be able to:

• hear your complaint
• give you information on policies and procedures
• discuss options to resolve the problem
• refer you for more help if needed.

In most cases, any further action will be guided by the person making the complaint.

If there is a risk to any employees’ health or safety at work, action will be taken by Club management. For further confidential help contact the social welfare officer.

At any time you have the right to contact an external agency for advice or help. The South Australian Equal Opportunity Commission can be contacted at:

Telephone (08) 8207 1977
www.eoc.gov.sa.au

Anyone making a complaint or helping someone else to complain about unlawful discrimination or harassment is protected from being victimised for complaining.

Anyone found to have breached this policy or the law, or to have made a false or malicious complaint, will be disciplined. Discipline may include demotion, suspension or dismissal.

Social Media Policy

1.0 PURPOSE
This policy is intended to protect the interests of this member organisation; it’s members and associated stakeholders by defining the requirements expected in the use of social media. Social Media offers the opportunity for people to gather in online communities of  shared interest and create, share or consume content. As a member-based organisation, Beachport Surf Life Saving Club (hereafter Club) recognises the benefits of social media as an important tool of engagement and enrichment for its members. Along with those benefits are associated risks to the reputation of the organisation, it’s members and followers and individuals who might interact with the organisation through social media channels.

2.0 DEFINITION OF SOCIAL MEDIA
Social media includes, but is not limited to, the generation or sharing of content by an individual. It can include (bit is not limited to) such activities as:

• Maintaining a profile page on social or business networking sites (such as LinkedIn, Facebook, Shutterfly, Twitter or MySpace);
• Content sharing include Pinterest, Flicker (photo sharing) and YouTube (video sharing);
• Commenting on blogs for personal or business reasons;
• Leaving product or service reviews on retailer sites, or customer review sites;
• Taking part in online votes and polls;
• Taking part in conversations on public and private web forums (message boards);
• Editing a Wikipedia or other editable page.

It is important that the Club reputation is not tarnished by anyone using social media tools inappropriately, particularly in relation to any content that might reference the organisation.

3.0 INTENT OF THE POLICY
The intent of this policy is to include anything posted online where information is shared that might affect the Club, members, colleagues, clients or sponsors.

Who does it apply to?

This policy applies to Club members, staff or any individual representing themselves or passing themselves off as being a member of the Club. When someone clearly identifies their association with the Club, and/or discusses their involvement in the organisation in areas defined as social media, they are expected to behave and express themselves appropriately, and in ways that are consistent with Club stated values and policies.

Where does it apply?

This policy covers all forms of social media. This policy aims to provide some guiding principles to follow when using social media. This policy does not apply to the personal use of social media platforms by Club  members or staff where the Club member or staff makes no reference to the Club or related issues.

4.0 GUIDING PRINCIPLES
The web is not anonymous. Club members and staff should assume that everything they write can be traced back to them. Due to the unique nature of sporting groups such as the Club, the boundaries between a member’s profession, volunteer time and social life can often be blurred. It is therefore essential that members make a clear distinction between what they do in a professional capacity and what they do, think or say in their capacity as a volunteer for the Club .

The Club considers all members of the Club are its representatives. Honesty is always the best policy, especially online. It is important that Club members think of the web as a permanent record of online actions and opinions. When using the Internet for professional or personal pursuits, all members must respect the Club brand and follow the guidelines in place to ensure Club intellectual property or its relationships with sponsors and stakeholders is not compromised, or the organisation is brought into disrepute.

5.0 USAGE
For Club members and staff using social media, such use:

• Must not contain, or link to, libelous, defamatory or harassing content. This also applies to the use of illustrations or nicknames;
• Must not comment on, or publish, information that is confidential or in any way sensitive to Club, its affiliates, partners or sponsors; and
• Must not bring the organisation or the sport into disrepute.

For Club staff using social media, such use:

• Must not interfere with work commitments.
• Must abide by all existing policies and workplace rules and regulations

Furthermore, Club members and staff may not use the Club brand to endorse or promote any product, opinion, cause or political candidate; and it must be abundantly clear to all readers that any and all opinion shared are those of the individual, and do not represent or reflect the views of Club.

6.0 BRANDING AND INTELLECTUAL PROPERTY (IP)
It is important that any trademarks belonging to Club or any state centre, branch or club are not used in personal social media applications, except where such use can be considered incidental – (where incidental is taken to mean “happening in subordinate conjunction with something else.”).

Trademarks include:

• Club, branch and State Club logos;
• Club associated slogans;
• Images depicting members, volunteers, staff and/or equipment, where they can be identified as being part of the Club, except with the permission of those individuals and within other stated guidelines;
• Other Club iconic imagery or the official Club uniforms.

7.0 USE OF OFFICIAL ORGANISATION SOCIAL MEDIA PRESENCE OR PROFILES
When creating a new website, social networking page or forum for staff/club member use, care should be taken to ensure the appropriate person at a club/branch/state level has given written consent to create the page or forum. Similarly, appropriate permissions must be obtained for the use of logos or images. Images of minor children may not be replicated on any site without the written permission of the child’s parent and/or guardian.

For official ORGANISATION blogs, social pages and online forums:

• Posts must not contain, nor link to, pornographic or indecent content;
• Some hosted sites may sell the right to advertise on their sites through ‘pop up’ content, which may be of a questionable nature. This type of hosted site should not be used for online forums or social pages as the nature of the ‘pop up’ content cannot be controlled;
• Club employees must not use Club online pages to promote personal projects; and
• All materials published or used must respect the copyright of third parties.

8.0 CONSIDERATION TOWARDS OTHERS WHEN USING SOCIAL NETWORKING SITES
Social networking sites allow photographs, videos and comments to be shared with thousands of other users. Club members and staff must recognise that it may not be appropriate to share photographs, videos and comments in this way. For example, there may be an expectation that photographs taken at a private Club event will not appear publicly on the Internet. In certain situations, Club members or staff could potentially breach the privacy act or inadvertently make Club liable for breach of copyright.

Club members or staff should be considerate to others in such circumstance and should not post information when they have been asked not to or consent has not been sought and given. They must also remove information about another person if that person asks them to do so. Club staff should also not be seen to be in a position to be in photographs, videos or other social media content that might be considered controversial for the Club if it can in any way be linked to their role in the Club, including:

• Being at an Club event or representing the Club at an event
• Being in uniform whether public or private

Under no circumstance should offensive comments be made about Club members or staff online.

9.0 BREACH OF POLICY
The Club, its state centres, branches and clubs continually monitor online activity in relation to the organisation and its members. Detected breaches of this policy should be reported to Club. If detected, a breach of this policy may result in disciplinary action from Club. A breach of this policy may also amount to breaches of other Club policies. This may involve a verbal or written warning or in serious cases, termination of your employment or engagement with Club. Club members may be disciplined in accordance with Club disciplinary regulations.

10.0 CONSULTATION OR ADVICE
This policy has been developed to provide guidance for Club members and staff in a new area of social interaction. Club members or staff who are unsure of their rights, liabilities or actions online and seek clarification, should contact the Club designated officer.

Club President Peter Phillips

Heat Policy

 

The following hot weather policy conforms to Sport Medicine Australia’s recommendations on participation for all ages in extreme heat. If competition proceeds please ensure all participants consume plenty of fluids before, during and after exercise and apply appropriate sun protection.

Ruling: Extreme Heat

34+ Degrees
Participation will be at the discretion of the relevant co-ordinator.

Risk Management

Risk Management is about assessing potential risks in your club and acting to reduce the likelihood or consequence of them occurring. A risk is defined as the chance of something happening that will have an impact upon the organisation. Risks can be physical (improving safety for participants), as well as financial, legal, ethical and social.

Rationale for Managing Risk
Identifying potential risks and creating a risk management policy for the club, can have the following benefits:

• Good management practice
• Reducing unexpected and costly surprises
• Assistance with strategic planning
• More effective and efficient allocation of resources
• Encourage more people to participate in your activity

Commitment to Risk Management
The Club has a commitment to use risk management practices to support and enhance our activities in all areas of the organisation. We will endeavor to:

• Develop and use a risk management plan to minimise reasonably foreseeable disruption to operations, harm to people and damage to property
• Ensure risk management is an integral part of all our decision-making processes
• Identify and take advantage of opportunities as well as minimise adverse effects
• Strive to continually improve our risk management practices
• Train people to implement risk management effectively

Areas To Be Covered
The following areas of risk will be covered in the Club’s risk management plan: (these will vary depending on club needs)

• Participants safety (Facilities, Equipment & Environment)
• Coaching
• Financial
• Legal / Insurance
• Human Resources (volunteers and paid)

A working group of at least three people (including the person responsible for the area) will determine the items of potential risk for an area above and ways to minimise the
likelihood and consequence of them occurring. A variety of people with knowledge and expertise in these areas should be invited to form these working groups.

Responsibilities
The Club Management committee is responsible for the development and implementation of the risk management plan in the club. Members of the club will be involved in the development of the plan and will be responsible for managing risks in specific areas. For example, the Treasurer will manage the financial risks, the secretary will manage the Human Resource risks, etc.

Monitor and Review
The Club Management committee will monitor and review the implementation of the risk management program. Once the plan is complete, it will be reviewed for effectiveness on a six monthly basis.

Pick Up / Drop Off

 

Volunteering

The policy provides guidelines to both the committee and volunteers of the organisation, on the role, responsibilities and expectations of volunteers within the organisation. The organisation welcomes, encourages and supports the participation and involvement of the community to contribute to and enhance the programs of the organisation through volunteering. The organisation recognises and values the contributions of its volunteers.

1.1: Definition of volunteering:
Any person who, without compensation beyond reimbursement, performs a designated task for the organisation under the expressed direction of the organisation.

1:2 Definition of Volunteer work:

Any designated task or activity which:

• Benefits the community;
• Is done of own free will without coercion;
• Is done without financial reward; and
• Is done within a community or not-for-profit organisation.

Adapted from Definitions and Principles of Volunteering, Information Sheet, Volunteering Australia, June 2005

2. Objectives:

To document the basis for volunteer participation and management in the organisation and provide guidelines to managers/coordinators of volunteers and all staff.

3. Scope

• Board of Management
• All managers/coordinators of volunteers
• All staff
• Volunteers

4. Relevant Legislation

• Occupational Health & Safety Act 2004
• Equal Employment Opportunity Policy 1986
• Anti discrimination Act 1977
• Workplace Harassment Policy
• Grievance Policy
• Privacy Act 1988
• Aged Care Act – Amendments 2007

5. Related Policies and Procedures

• Organisational Policies
• Volunteer Handbook
• Volunteer Code of Conduct

6. Organisational Commitment

Volunteers are not covered by workplace agreements, awards or workers’ compensation. However, volunteers do have rights, some which are enshrined in legislation and some which could be considered the moral obligations of an organisation. Volunteers can expect commitment from the organisation:

• to be provided with a safe and healthy work environment;
• to be adequately covered by insurance policy;
• to be interviewed;
• to have a job description;
• to have an induction and orientation to the organisation;
• to be given adequate information and training to complete specified tasks;
• to be reimbursed for out-of-pocket expenses;
• to be provided with support throughout their engagement as a volunteer;
• to be valued and recognised by the organisation;
• to not fill a previously paid position or to be utilised during industrial disputes;
• to have access to a grievance process; and
• to have all information maintained in accordance with the Privacy Act.

Adapted from Model Code of Practice for Organisations Involving Volunteer Staff, Information sheet, Volunteering Australia, June 2005.

7. Volunteer Rights and Responsibilities:

7.1 Volunteers have the right:

• to work in a healthy and safe environment (refer various Occupational Health and Safety Act[s];
• to be interviewed and employed in accordance with equal opportunity and anti-discrimination legislation;
• to be adequately covered by insurance;
• to be given accurate and truthful information about the organisation;
• to be reimbursed for out-of-pocket expenses incurred on behalf of the organisation;
• to be given a copy of the organisation’s volunteer policy and any other policy that affects their work;
• not to fill positions previously held by paid workers;
• not to do the work of paid staff during industrial disputes;
• to have a job description and agreed working hours;
• to have access to a grievance procedure;
• to be provided with orientation to the organisation;
• to have their confidential and personal information dealt with in accordance with the principles of the Privacy Act 1988; and
• to be provided with sufficient training for them to do their jobs.

7.2 Volunteer responsibilities

As a volunteer of the organisation there is an expectation that all volunteers will take their position responsibly. Volunteers have the responsibility to:

• understand the purpose and philosophy of the organisation before committing to it; know why they want to volunteer;
• examine motives to be sure that they match the volunteer position; be convinced and believe in the value of volunteer role;
• understand the rules and guidelines of the organisation and be prepared to comply with them as outlined in Volunteer Handbook;
• be loyal to the organisation;
• be dependable and reliable, arrive on time, and notify staff with sufficient notice if unavailable so a replacement can be found;
• be willing to train and take part in ongoing training when offered;
• welcome, accept or ask for supervision and support when needed;
• avoid over-extending themselves and recognise personal limitations, and not make promises that cannot be kept;
• be reliable and be able to work successfully as a team member;
• value and support other team members and have respect for paid staff;
• address areas of conflict with the Volunteer Manager/Coordinator;
• advise the organisation when they no longer wish to continue in the volunteer position; and
• maintain client, staff and organisational confidentiality in accordance with the Privacy Act.

8. Procedures for Management of Volunteer Programs:

8.1 Planning

Prior to recruiting volunteers the organisation will:

8.1.1 Identify appropriate positions for volunteering
8.1.2 Write position descriptions
8.1.3 Identify additional requirements for positions
e.g. training and criminal checks.
8.1.4 Identify risks associated with position and develop strategies for minimisation.
8.1.5 Prepare volunteer handbook, induction checklist and program.
8.1.6 Include in the annual budget, provision to cover payment of out-of-pocket expenses of volunteers.

8.2 Recruitment

8.2.1 The organisation will recruit volunteers using appropriate strategies.
8.2.2 All positions will include Criminal History Check Requirements.
8.2.3 All potential volunteers will complete the volunteer application form prior to interview.
8.2.4 The recruitment process will be conducted in accordance with Equal Employment Opportunity, Anti Discrimination Act and Criminal History requirements.
8.2.5 The screening process including interview, reference check and Criminal History Check must be completed before the volunteer commences in their role.
8.2.6 Each volunteer appointment must meet all eligibility criteria before commencement.

8.3 Induction

8.3.1 The volunteer manager/coordinator or appointed organisational representative will be responsible for ensuring that the new volunteer receives an induction that is relevant and meets the requirements of the position.
8.3.2 A new volunteer will receive a volunteer handbook which will contain relevant information for the volunteer to have an understanding of the requirements of their engagement.
8.3.3 An induction record will be completed and signed by the volunteer and the person responsible for the induction process.
8.3.4 Appropriate training will be provided to enable the volunteer to perform the agreed duties and roles to the satisfaction of all concerned.

8.4 Volunteer Support

8.4.1 The volunteer will be notified of the person/persons to whom they are responsible.
8.4.2 The volunteer must agree to the tasks outline in their job description.
8.4.3 The manager/coordinator/supervisor will meet with the volunteer at regular intervals to discuss and assess performance and progress and volunteer will have the opportunity to identify any areas for future support.
8.4.4 Volunteers will be provided with initial training and ongoing training as required to be able to perform duties appropriately.
8.4.5 Regular meetings will be held with volunteers and appropriate staff.

8.5 Volunteer Recognition

8.5.1 The organisation will value the support and efforts of all volunteers associated with the service delivery.
8.5.2 Volunteers’ input and ideas will be valued and incorporated when deemed to have merit.
8.5.3 Regular reviews and surveys of volunteers will be conducted by the organisation.
8.5.4 The organisation will provide recognition through:

• Letters of recognition of service
• Morning or Afternoon Teas
• Christmas Function
• When appropriate a phone reference.

8.5.6 An exit interview will be conducted to allow volunteers to give valuable feedback to the organisation.

9. Insurance:

The organisation will hold and maintain appropriate Public Liability and Personal Accident Insurance cover for people engaged as volunteers.

Privacy Policy

Your privacy is important to us (herein referred to as “BSLSC” or “The Club”). This privacy statement provides information about the personal information that BSLSC collects, and the ways in which BSLSC uses that personal information.

Personal Information Collection
BSLSC may collect and use the following kinds of personal information:

• information about your use of this website including traffic patterns and frequency of visit
• information that you provide using for the purpose of registering with the website or it’s affiliates
• information about transactions carried out over this website including signing up for the mailing list or membership

Using Personal Information
BSLSC may use your personal information to (but is not guaranteed to):

• administer this website
• personalize this website for you
• enable your access to and use of the website services
• publish information about you on this website
• send marketing communications

Where BSLSC discloses your personal information to its agents or sub-contractors for these purposes, the agent or sub-contractor in question will be obligated to use that personal information in accordance with the terms of this privacy statement.

In addition to the disclosures reasonably necessary for the purposes identified elsewhere above, BSLSC may disclose your personal information to the extent that it is required to do so by law, in connection with any legal proceedings or prospective legal proceedings, and in order to establish, exercise or defend its legal rights.

Data Security
BSLSC will take reasonable technical and organisational precautions to prevent the loss, misuse or alteration of your personal information.

BSLSC will store all the personal information you provide on its secure servers.

Updating This Policy Statement
BSLSC may update this privacy policy by posting a new version on this website. You should check this page occasionally to ensure you are familiar with any changes.

Other Websites
This website contains links to other websites. BSLSC is not responsible for the privacy policies or practices of any third party.