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The Club believes

  • that it’s policy decisions and expectations of conduct are fair and reasonable
  • that it’s policies and procedure cannot cover every eventually of discipline issues
  • that both members involve in making an allegation and those having an accusation made against them are entitled to a fair and open process.

The Club

  • is therefore committed to a robust response in respect of discipline accusations
  • has implemented a discipline process to implement this policy
  • is duty bound by its Articles of Association, and reserves the power under Article 30 to terminate membership
  • and it’s members are duty bound by the regulations of the English Volleyball Association (Volleyball England) & the Fédération Internationale de Volleyball in implementing this policy
  • the club’s board of directors has agreed the following procedure in investigating and responding to allegations.
  1. A member who wishes to lodge a complaint against other individual(s) must do so in writing addressed to the Club Chairman, or should the complaint relate to the Club Chairman, another member of the Club’s Executive. Any executive member or other team may also refer matters directly.
  2. On receiving the complaint, the Chairman should request that three other executive members (who have the least personal involvement with the person(s) who the complaint relates) start a discipline team. In the event of a safeguarding accusation, either the Safeguarding Officer or another (who has undertaken suitable training) should be a member of the team.
  3. By convention, the executive member who has the least personal involvement with the person(s) to whom the complaint relates should be appointed chair.
  4. The discipline team may undertake its business as it sees fit in line with the Club’s Articles of Association. It is free to investigate and undertake sanctions against individual(s) involved. The team has the right to question any club member, and has the right to expect a honest and truthful response.Sanctions taken can include (but are not limited to) fines, levies, removal from a staff post, suspension and ultimately termination of membership of the club. The individual(s) involved in the process must be notified in writing, within 7 days of the sub-committees final decision. The decision is implemented immediately. Members who refuse to abide by the decision(s) of the discipline team will have their membership terminated forthwith.
  5. An appeal of the sub-committees decision can be made to the executive board; the person(s) appealing the decision must notify the club chairman within 21 days of receiving the final decision including the reasons for an appeal. The executive board, in the event that a suspension has already been served or the sanction determined is negligible, may refuse to hear an appeal.

Equality Policy

New Forest Volleyball supports the principle of equal opportunities for all participants, member, representatives and staff/officers whilst working for, or on behalf of the New Forest Volleyball . It opposes all forms of unlawful and unfair discrimination on the grounds of age, colour, race nationality, religion, ethnic or national origin, gender, marital status, sexuality, HIV status, or unrelated criminal convictions, or disability.

The aim of this policy is to:

  • Ensure that all present and potential members /staff/officers of New Forest Volleyball receive fair treatment
  • Ensure that there is open access for all those who wish to participate in the sport and that they are treated fairly.

New Forest Volleyball will:

  • Promote equality of opportunity to its members/staff/officers. It will monitor the implementation of this policy and keep members/staff/officers informed of its impact.
  • Ensure that the policy is effectively communicated and that proper training and guidance is given to ensure that all members and staff/officers fully understand their responsibilities as set out both in the policy and the legislation. In this it will take account of the:
    • Race Relations Act 1976
    • Sex Discrimination Act 1975,1986 & 1999
    • Equal Pay Act 1970
    • Disability Discrimination Act 1995
    • Rehabilitation of Offenders Act 1974
    • Human Rights Act 2000
  • All members/staff/officers have a responsibility to observe this policy and to ensure that equality of opportunity is continuously provided for, in all New Forest Volleyball’s activities.
  • Reserve the right to discipline any of its members/staff/officers who practice any form of discrimination on the grounds of a person’s age, colour, race nationality, religion, ethnic or national origin, gender, marital status, sexuality (in respect of gay men and lesbians) HIV status, or unrelated criminal convictions, or disability.

Types of Discrimination:

Discrimination can take the following forms:

Direct discrimination is defined as treating a person less favourably than others are or would be treated in the same or similar circumstances.

Indirect discrimination occurs when a requirement or condition is applied which, whether intentional or not, adversely affects a considerably larger proportion of people of one race, sex or marital status than another and cannot be justified on grounds other than race, sex or marital status.

New Forest Volleyball regards discrimination, as described above, as gross misconduct, and any employee, participant or volunteer who discriminates against any other person will be liable to appropriate disciplinary action.

Harassment or Intimidation

New Forest Volleyball will not tolerate harassment or Intimidation of an Individual. Where a complaint of such harassment or intimidation is lodged it will be dealt with promptly in accordance with the harassment policy and procedures.

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, sexuality or some other characteristic

Grievance and Disciplinary Procedures

To safeguard individuals rights under the policy, anyone, employee or member who believes that he / she has suffered inequitable treatment within the scope of the policy may raise the matter through the usual New Forest Volleyball disciplinary procedure.

Individual actions not compatible with this policy should be reported immediately to a New Forest Volleyball representative at that event or the club committee who will investigate the matter fully in accordance with New Forest Volleyball’s disciplinary procedures.

New Forest Volleyball is concerned that individuals should feel able to raise any grievance and no one will be penalised for doing so unless the complaint is untrue and not made in good faith.

Pricing Policy

All NFV members will be required to pay an annual registration and a subscription fee to assist with the administration costs of operating the Club. For the 2017/18 season these costs are outlined below:

  • Junior Members
    • £15 Club registration fee
    • £15 termly fee (x3)
  • NVL Members                                  
    • £30 Club registration fee
    • £35 NVL registration (£22 if U18)
    • £300 Annual Subscription


New Forest Volleyball will abide by the Volleyball England Child Protection Policy.

The Club believes:

  • That the safety and welfare of children should always be of paramount importance, whatever the circumstances.
  • That everyone with a role in working with children has a moral and arguably a legal responsibility to safeguard and promote a child’s welfare particularly when it comes to protecting children from abuse.
  • That special care is needed in dealing with children whose age, inexperience or physical state makes them particularly vulnerable to abuse.

The Club:

  • Has therefore adopted this Safeguarding to ensure that the welfare and safety of children in their care or custody is always the primary consideration.
  • Has therefore adopted this Safeguarding to ensure that is committed to providing an environment where children can learn about, participate in and enjoy volleyball free from harassment or abuse.
  • Will undertake Safer Recruitment and undertake Disclosure & Baring Service checks on all those who work with children.
  • Has resolved to have a Safeguarding Team, which shall be chaired by the Safeguarding Officer and two others who have undertaken specific training for the role (currently defined as the SportsCoach UK Safeguarding in Sport Course)

The Policy is based on the following four principles:

A child’s welfare is the paramount consideration. A child, regardless of age, ability, gender, racial origin, religious belief and sexual orientation has a right to be protected from abuse.

The rights, dignity and worth of a child should always be respected. The Children Act 1989 (as amended by The Children Act 2004) states that anyone who is involved in the care of children should “do what is reasonable in the circumstances for the purpose of safeguarding or promoting the child’s welfare”.

The Safeguarding Officer is Lucy Parvin.

This policy was approved at the Annual General Meeting of New Forest Volleyball on the 9th June 2011. More specific guidance and policy documentation is available from Volleyball England.

Governing Document

As a company limited by guarantee, New Forest Volleyball’s primary governing document is the Articles of Association, the current version of which was adopted in October 2013 by resolution. The document outlines the roles and responsibilities of members, and the responsibilities of the directors of the company.

Code of Conduct

Code of Conduct for Officials & Volunteers

  • Consider the wellbeing and safety of participants before the development of performance
  • Develop an appropriate working relationship with performers, 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 Volleyball (e.g. fair play)
  • Display consistently high standards of behaviour and appearance
  • Follow all guidelines laid down by the Volleyball England and the club
  • Hold the 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 prohibitive substances
  • Encourage performers to value their performances and not just results
  • Members who hold a committee or executive role within the club are reminded of the legal responsibility placed on such individuals by the respect Companies Act’s.

The essence of good ethical conduct and practice is summarised below. All players must:

  • Always adhere to the positive aspects of the sport and show respect for match officials, volunteers, coaches and opposing players.
  • Accept responsibility for their own behaviour and performance during practice and matches; representing the club in a positive way.
  • Respect and look after all training and playing areas at all times, leaving venues the way that they were found.
  • Abide by the instructions of their coach and officials, provided that they do not contradict the spirit of their code of conduct.
  • Use correct and proper language at all times.
  • Accept success and failure, victory and defeat equally.
  • Make every effort to attend club training sessions.
  • Resist any temptation to take prohibited substances or use prohibited techniques.

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 recognise good performance, not just results.
  • Never force your child to take part in any sport.
  • Set a good example by recognising fair play and applauding the good performances of all.
  • Never punish or belittle a child for losing or making mistakes.
  • Publicly accept officials’ judgements.
  • Support your child’s involvement and help them to enjoy their volleyball.
  • Use correct and proper language at all time.
  • Pay subscriptions and fees due from your child on time.