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CLUB POLICIES

1) Policy Statement 

Bradford City Football Club (BCAFC) welcomes comments and complaints from all members of the Clubs community. We use this process to improve our commitment to the players and staff (including volunteers) so we can provide a safe and enjoyable environment in which people can develop. 

Bradford City Football Club is committed to the continuous improvement of the services it provides. We recognise that, occasionally, mistakes will be made and this will not always meet the individual’s requirements or expectations. For these reasons it is Club policy that all complaints should be: 

1.1 Received positively, treated seriously and in an open manner. 

1.2 Acknowledged immediately, preferably in writing. 

1.3 Investigated 

1.4 Resolved, wherever that is reasonably practical, within no longer than 13 working weeks. 

1.5 A source of learning with feedback used to ensure continuous improvement of the environment which the Club offers. 

 

No complainant bringing a complaint under this procedure will be treated less favourably by any member of staff. If there is evidence to the contrary, the member of staff may be subject to disciplinary proceedings. 

2) Scope 

The policy applies to all members of the Club community but does not replace procedures for, staff grievances and disciplinary action: those procedures should be used where appropriate. Any complaints or concerns raised which relate to an individual’s conduct or behaviour and have potential safeguarding implications for any individual (child or adult) will be assessed initially by the Club’s Designated Safeguarding Officer and Senior Safeguarding Manager. Where appropriate, these concerns will then be managed through Bradford City Football Club’s Safeguarding and Children Protection Policy or Safeguarding Adults Policy and procedures.  

3) Responsibilities 

31 ALL CLUB STAFF have a responsibility for receiving complaints, treating them seriously and dealing with them promptly and courteously in accordance with procedure set out below

3.2 The Club’s Designated Safeguarding Officer has a responsibility for resolving a complaint and leading or contributing to an investigation into a complaint when this is considered appropriate

3.3 The Academy Manager and/or Senior safefguarding Manager are responsible for resolving complaints which have not been resolved during the previous two stages. The decision made by the Academy Manager is final. 

3.4 The Club Board is responsible for ensuring that the complaints policy and procedure are operating effectively and may become directly involved if a complaint is directed against the Designated Safeguarding Officer, Senior Safeguarding Manager  or The Academy Manager. 

4) Action to Implement and Develop Policy 

4.1 Stage One 

The Club expects complaints to be made informally to a member of staff in the first instance. These concerns should be recorded by the member of staff and advice sought immediately if any safeguarding concerns are suspected or apparent. It is hoped that most complaints can be resolved at this level and any agreed action is captured in a record that is agreed by all parties.  

Where it is not possible to address issues informally with an appropriate manager or initial staff responses do not result in satisfactory resolutions, the complaint should be submitted in writing to the Senior Safeguarding Officer, Paula Watson.  

Contact details: 

Email:   safeguarding@bradfordcityfc.co.uk or Paulwartson@bradfordcityfc.co.uk

Mob:   07967 510560

 

The Club usually expects complaints to be made by the person concerned. BCAFC will, however, always consider complaint made by a parent or advocate as it is acknowledged that there are many reasons (including imbalances of power) that block people from making a complaint themselves. 

It is very difficult to investigate anonymous complaints as there will always be information that cannot be gathered or clarified. Any complaints relating to potential safeguarding risks will however be taken seriously, including those which fall under the umbrella of the club’s whistleblowing policy and procedures. 

The Senior Safeguarding Officer will acknowledge receipt within one working week. The Designated Safeguarding Officer and Senior Safeguarding Manager will then ensure that an independent senior member of staff is identified to investigate the complaint who has neither been directly involved with the complaint or personal interest in the case member 

 

4.2 Stage Two 

The allocated independent staff member will respond in writing within one working week explaining what has happened as a result of the complaint. Where this involves a member of staff, specific details of action taken will not be made available. This is to ensure that our employees are afforded appropriate confidentiality and respect for their dignity at work. 

If the complaint requires further investigation that cannot be carried out within the week, the investigating staff member shall keep the complainant informed and indicate the expected timescale for a response to be provided.  

4.3 Stage Three 

If the complainant is dissatisfied with the relevant investigating staff member’s response, then the complaint will be forwarded to a member of the Club’s Senior Management to resolve. 

The Senior Manager will acknowledge receipt of the complaint and respond to the complainant within 8 working weeks to allow time for any further information gathering and investigations to be undertaken. 

4.4 Stage Four 

If the complainant is still dissatisfied they have the right to follow the English Football League (EFL) complaints procedure  

Complaints should be made in writing and may be submitted by post to: 

The Independent Football Ombudsman 

Suite 49 

33 Great George Street, LEEDS LS1 3AJ. 

 

or by e-mail to: contact@theifo.co.uk  

or via the website: www.theifo.co.uk 

 

4.5 Complaints against the Designated Safeguarding Officer, Senior Safeguarding Manager or Academy Manager 

Complaints against the Designated Safeguarding Officer, Senior Safeguarding Manager or Academy 

Manager should be addressed to the CEO of the Club.

5. Monitoring and evaluation 

The club will maintain a confidential record of all complaints, appeals and outcomes and consider the learning from issues raised in order to assess what action if any would create a more positive experience and environment for those involved in participating in or providing club activities and to promote a safer environment. Themes and issues arising during each season will be collated and fed back to the Board to inform planning and priorities for the following season. 




As stated in the Club’s Charter, the Club expects the highest possible standard of behaviour from its customers and supporters. The Club will not tolerate behaviour from supporters that reflects badly upon the Club’s image at home games, away games or while travelling to and from games.

No pyrotechnics are allowed in any stadium. Anyone caught in possession will receive a three season ban. 

At home games, supporters may be subject to ejection from the stadium where they fail to comply with the EFL ground regulations and/or Club rule or to instructions by a Club steward, Club official or a Police officer.  In most cases, supporters will be asked to change their behaviour where it contravenes the EFL ground regulations or Club’s rules; an immediate change will avoid any need for an ejection from the stadium but persistent or continued contravention will lead to an individual being ejected from the stadium.  In all cases, the supporter involved must identify themselves to stewards and relinquish their season ticket/pass and/or match ticket.

In addition to ejection from the stadium, supporters will be subject to a Club ban where bad behaviour is persistent, repeated or sufficiently serious to warrant a further sanction.  Examples of potential bans might include:

  • Contravention of ticketing terms and conditions - 1 x game

  • Persistent smoking or use of e-cigarettes - 1 x month

  • Persistent live streaming of football action - 1 x month

  • Use of foul and abusive language - 1 x month

  • Persistent standing during the game - 1 x month

  • Foul and abusive language or threatening behaviour towards staff members - 2 months

  • Foul and abusive language or threatening behaviour towards other supporters - 2 months

  • Pitch incursion - 6 months

  • Bringing a pyrotechnic to any fixture - 3 season ban

This list is not exhaustive and other misdemeanours will be dealt with on a scale relating to the seriousness of the incident. Persistent and/or repeated offences will result in subsequent Club bans being at least double the length of ban indicated above. Where incidents include criminal offences, the matter will be referred to the Police for further action.  The Club reserves the right to increase or decrease any period of a Club ban on its individual merits. The Club reserves its rights to notify the Police authorities, football governing bodies or any other Club of Bradford City Club bans that have been enforced. In line with the Club’s Charter, no refund of any ticket money paid to the Club will be made during a period of a Club ban.

Bradford City AFC will inform any supporter that is to be banned in writing to the last known address detailed on the Club’s ticket office database or any confirmed address provided by the supporter at the time of the incident.  This letter will confirm the length of the Club ban and the offence for which the ban has been imposed. It will also confirm the details for any action required at the end of the Club ban and any appeals procedure.

Appeals against a Club ban must be made in writing, to the person nominated in the banning letter within 14 days of the date on the Club banning letter. This person will normally be someone in the Club of a similar or higher management level to the person issuing the Club ban. Any such appeal must include reasons of why the ban is inappropriate and provide a day-time telephone contact. Emails will be accepted as a substitute for a letter but texts, social media, telephone calls or personal visits are not an acceptable way of submitting an appeal. The written appeal may be followed by a person-to-person meeting to discuss its contents. On appeal, the original ban imposed may be rescinded, remain unaltered, or extended. The findings of the person hearing the appeal will be final. 

Any supporter who is subject to a Football Banning Order (FBO) is automatically subject to a Club ban from all stadium facilities for the period of the FBO.

 Our commitment 

Bradford City FC is committed to providing equal opportunities in employment and to avoiding unlawful discrimination in employment and against customers. This policy is intended to assist the organisation to put this commitment into practice. Compliance with this policy should also ensure that employees do not commit unlawful acts of discrimination. 

Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated with dignity and respect is an important aspect of ensuring equal opportunities in employment.

Version 2

The law 

It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. These are known as "protected characteristics". 

Discrimination after employment may also be unlawful, eg refusing to give a reference for a reason related to one of the protected characteristics. 

Staff should not discriminate against or harass a member of the public in the provision of services or goods. It is unlawful to fail to make reasonable adjustments to overcome barriers to using services caused by disability. The duty to make reasonable adjustments includes the removal, adaptation or alteration of physical features, if the physical features make it impossible or unreasonably difficult for disabled people to make use of services. In addition, service providers have an obligation to think ahead and address any barriers that may impede disabled people from accessing a service. 

Types of unlawful discrimination 

Direct discrimination is where a person is treated less favourably than another because of a protected characteristic. An example of direct discrimination would be refusing to employ a woman because she is pregnant. 

In limited circumstances, employers can directly discriminate against an individual for a reason related to any of the protected characteristics where there is an occupational requirement. The occupational requirement must be crucial to the post and a proportionate means of achieving a legitimate aim. 

Indirect discrimination is where a provision, criterion or practice is applied that is discriminatory in relation to individuals who have a relevant protected characteristic (although it does not explicitly include pregnancy and maternity, which is covered by indirect sex discrimination, such that it would be to the detriment of people who share that protected characteristic compared with people who do not, and it cannot be shown to be a proportionate means of achieving a legitimate aim. 

Harassment is where there is unwanted conduct, related to one of the protected characteristics (other than marriage and civil partnership, and pregnancy and maternity) that has the purpose or effect of violating a person's dignity; or creating an intimidating, hostile, degrading, humiliating or offensive environment. It does not matter whether or not this effect was intended by the person responsible for the conduct. 

Associative discrimination is where an individual is directly discriminated against or harassed for association with another individual who has a protected characteristic (although 

it does not cover harassment because of marriage and civil partnership, and (according to guidance from the Government and Acas) pregnancy and maternity). 

Perceptive discrimination is where an individual is directly discriminated against or harassed based on a perception that he/she has a particular protected characteristic when he/she does not, in fact, have that protected characteristic (other than marriage and civil partnership, and pregnancy and maternity). 

Victimisation occurs where an employee is subjected to a detriment, such as being denied a training opportunity or a promotion because he/she made or supported a complaint or raised a grievance under the Equality Act 2010, or because he/she is suspected of doing so. However, an employee is not protected from victimisation if he/she acted maliciously or made or supported an untrue complaint. There is no longer a need for a complainant to compare his/her treatment with someone who has not made or supported a complaint under the Equality Act 2010. For example, if a blind employee raises a grievance that the employer is not complying with its duty to make reasonable adjustments, and is then systematically excluded from all meetings, such behaviour could amount to victimisation. 

Failure to make reasonable adjustments is where a physical feature or a provision, criterion or practice puts a disabled person at a substantial disadvantage compared with someone who does not have that protected characteristic and the employer has failed to make reasonable adjustments to enable the disabled person to overcome the disadvantage. 

Equal opportunities in employment 

Bradford City FC will avoid unlawful discrimination in all aspects of employment including recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy. 

Person and job specifications will be limited to those requirements that are necessary for the effective performance of the job. Candidates for employment or promotion will be assessed objectively against the requirements for the job, taking account of any reasonable adjustments that may be required for candidates with a disability. Disability and personal or home commitments will not form the basis of employment decisions except where necessary. 

The organisation will consider any possible indirectly discriminatory effect of its standard working practices, including the number of hours to be worked, the times at which these are to be worked and the place at which work is to be done, when considering requests for variations to these standard working practices and will refuse such requests only if the organisation considers it has good reasons, unrelated to any protected characteristic, for doing so. The organisation will comply with its obligations in relation to statutory requests for contract variations. The organisation will also make reasonable adjustments to its standard working practices to overcome barriers caused by disability. 

The organisation will monitor the ethnic, gender and age composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will consider and take any appropriate action to address any problems that may be identified as a result of the monitoring process. 

Customers, suppliers and other people not employed by the organisation 

Bradford City FC will not discriminate unlawfully against customers using or seeking to use goods, facilities or services provided by the organisation. 

Employees should report any bullying or harassment by customers, suppliers, visitors or others to their manager who will take appropriate action. 

Training 

 

The equal opportunity policy will be discussed at new employee inductions and annually with annual refresher training. 

Your responsibilities 

Every employee is required to assist Bradford City FC to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination. 

Employees can be held personally liable as well as, or instead of, the organisation for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence. 

Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under the organisation's disciplinary 

procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice. 

Grievances 

If you consider that you may have been unlawfully discriminated against, you may use the organisation's grievance procedure to make a complaint. If your complaint involves bullying or harassment, the grievance procedure is modified as set out in the dignity at work policy. 

Bradford City FC will take any complaint seriously and will seek to resolve any grievance that it upholds. You will not be penalised for raising a grievance, even if your grievance is not upheld, unless your complaint is both untrue and made in bad faith. 

Use of the organisation's grievance procedure does not affect your right to make a complaint to an employment tribunal. Complaints to an employment tribunal must normally be made within three months beginning with the act of discrimination complained of. 

Monitoring and review 

This policy will be monitored periodically by the organisation to judge its effectiveness and will be updated in accordance with changes in the law. In particular, the organisation will monitor the ethnic and gender composition of the existing workforce and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will review its equal opportunities policy in accordance with the results shown by the monitoring. If changes are required, the organisation will implement them. 

 

Information provided by job applicants and employees for monitoring purposes will be used only for these purposes and will be dealt with in accordance with the GDPR 2018. 

The EFL is responsible for setting the standards, values and expectations of all Clubs in relation to equality, inclusion and diversity. Football is for everyone; it belongs to, and should be enjoyed by anyone who wants to participate in it, whether as a player, official, staff member or spectator.

 

QUERIES 

If you have any queries in relation to this policy please direct them to the Health and Safety Consultant or the Head of Operations

This document is reviewed periodically and at least annually to ensure compliance with the Legislative requirements defined by law, where appropriate.

 Head Of Operations, Paula Watson

ABOUT THIS POLICY 

1.1 The Board is committed to continually ensuring the health and safety of staff and anyone affected by our business activities, and to providing a safe and suitable environment for all those attending our premises whether on match days, for business or any other purpose. 

1.2 This policy sets out our arrangements in relation to: 

(a) assessment and control of health and safety risks arising from activities; 

(b) preventing accidents and work-related ill health; 

(c) consultation with employees on matters affecting their wellbeing; 

(d) provision and maintenance of a safe workplace and equipment; 

(e) information, instruction, training and supervision in safe working methods and procedures; 

(f) emergency procedures in cases of fire or other major incident. 

1.3 This statement does not form part of any employee's contract of employment and the Board may amend it at any time. The Board will continue to review this policy to ensure it is achieving its aims. 

1.4 This statement applies to the Club and its parent company and all subsidiary companies. It applies to all locations owned or operated by the Club including satellite academies. 

RESPONSIBILITY FOR HEALTH AND SAFETY MATTERS 

2.1 Julian Rhodes (the Chief Executive Officer) has overall responsibility for health and safety and the operation of this statement. The Head of Operations reports directly to the Chief Executive Officer and will report regularly to the Board on any key health and safety issues. The Health and Safety Consultant works alongside the Head of Operations who has day to-day responsibility for health and safety matters. The Safety Officer reports directly to the Chairman and COO, as well as a reporting line into the Head of Operations and has responsibility for safety at the Stadium on match and event days and will ensure the directive of Operational Plan of Safety Certificate is adhered to.

2.2 The Head of Operations will ensure that this statement is reviewed as a minimum annually and more frequently if deemed necessary in consultation with the internal health and safety committee. Recommendations for any amendments are reported to the Board. 

YOUR RESPONSIBILITIES 

3.1 Staff at all levels of the organisation share responsibility for achieving safe working conditions and individually you must take care of your own health and safety and that of others, observe applicable safety rules and follow instructions for the safe use of equipment. 

3.2 You should report any health and safety concerns immediately to your line manager or the Head of Operations. 

3.3 You must co-operate with managers on health and safety matters, including the reporting and investigation of any incident including near misses. 

3.4 You should be involved in implementing solutions and adhere to the rules and procedures, law and litigation.

3.5 Failure to comply with this statement may be treated as misconduct and dealt with under our Disciplinary Procedure. 

INFORMATION AND CONSULTATION 

4.1 The Club will inform and consult with the health and safety committee or directly with all staff (as appropriate) regarding health and safety matters. A key element of health and safety management is sharing best practice with other clubs and lessons learnt from incidents in order to prevent recurrence. 

4.2 The Club will ensure any health and safety representatives receive the appropriate training to carry out their functions effectively. 

4.3 The Head of Operations is responsible for informing and consulting employees about health and safety matters. 

TRAINING 

5.1 The Club will ensure that you are given adequate training and supervision to perform your work competently and safely. 

5.2 Staff will be given a fire induction and provided with appropriate safety training, including as applicable, control of substances hazardous to health (COSHH), and the use of personal protective equipment (PPE). 

5.3 All staff will have an online training module offered by Knowledge zone 

EQUIPMENT 

6.1 You must use equipment in accordance with any instructions given to you. Any equipment fault or damage must immediately be reported to your line manager. 

6.2 No member of staff should attempt to repair equipment unless trained to do so. 

6.3 The Head of Operations and the Head of Maintenance are responsible for ensuring equipment safety and maintenance. 

ACCIDENTS AND FIRST AID 

7.1 Details of first aid facilities and the names of trained first aiders are displayed on the notice boards. 

7.2 All near misses, accidents and injuries at work, however minor, should be reported to the Head of Operations and recorded in the Accident Book which is kept in the commercial offices. 

7.3 The head of Operations is responsible for investigating any injuries or work related disease, preparing and keeping accident records, and for submitting reports to the relevant authorities if required under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). 

FIRE SAFETY 

8.1 All staff should familiarise themselves with the fire safety instructions, which are displayed on notice boards and near fire exits in the workplace. The Club has in place a separate Fire Policy and Procedures. 

8.2 If you hear a fire alarm, leave the building immediately by the nearest fire exit and go to the fire assembly point shown on the fire safety notices. Do not stop to collect belongings and do not use the lifts. Fire wardens will assist in the evacuation of the building and you must follow their instructions. Do not re-enter the building until told to do so. 

8.3 If you discover a fire do not attempt to tackle it unless it is safe and you have been trained or feel competent to do so. You should operate the nearest fire alarm and, if you have sufficient time, call reception and report the location of the fire. 

8.4 Nominated individuals will be trained in the correct use of fire extinguishers. 

8.5 You should notify your manager or the Head of operations if there is anything (for example, impaired mobility) that might impede your evacuation in the event of a fire. A personal evacuation plan will be drawn up and brought to the attention of the relevant fire wardens and colleagues working in your vicinity. 

8.6 Fire drills will be held at least every 12 months and must be taken seriously. 

8.7 The Head of Operations is responsible for ensuring fire risk assessments are undertaken and implemented, and for ensuring regular checks of fire extinguishers, fire alarms, escape routes and emergency lighting. 

RISK ASSESSMENTS AND MEASURES TO CONTROL RISK 

9.1 The Club carry out general workplace risk assessments periodically. The purpose is to assess the risks to health and safety of employees, visitors and other third parties as a result of our activities, and to identify any measures that need to be taken to control those risks. 

9.2 Measures will be taken to avoid or reduce the need to lift or carry items which could cause injury (manual handling) and to provide training on manual handling as necessary. 

9.3 The use of hazardous substances at work will be avoided wherever possible and less hazardous alternatives will be used where available. Training on the control of substances hazardous to health (COSHH) will be provided as necessary. 

9.4 Personal protective equipment (PPE) is provided where there are risks that cannot be adequately controlled by other means, free of charge.

9.5 The Health and Safety Officer is responsible for workplace risk assessments and any measures to control risks. 

COMPUTERS AND DISPLAY SCREEN EQUIPMENT 

10.1 If you use a computer screen or other display screen equipment (DSE) habitually as a significant part of your work: 

(a) You should try and organise your activity so that you take frequent short breaks from looking at the screen. 

(b) You are entitled to a workstation assessment. 

(c) You are entitled to an eyesight test by an optician at our expense. 

10.2 You should contact your line manager to request a workstation assessment or an eye test. Eye tests should be repeated at regular intervals as advised by the optician, usually every two years. However, if you develop eye problems which may be caused by DSE work (such as headaches, eyestrain, or difficulty focusing) you can request a further eye test at any time. 

10.3 The Club will not normally pay for glasses or contact lenses.

10.4 Further information on the use of DSE can also be obtained from the Head of Operations 

QUERIES 

If you have any queries in relation to this statement please direct them to the Health and Safety Consultant or the Head of Operations

This document is reviewed periodically and at least annually to 

1.ensure compliance with the Legislative requirements defined by law, where appropriate.

2. to set and review health and safety objectives

 Head Of Operations, Paula Watson

Version 3

July 2019

Point of Contact: Paula Watson paulawatson@bradfordcityfc.co.uk

Bradford City Football Club are fully committed to the safeguarding and welfare of children, young people, young players, vulnerable adults, vulnerable groups and expects all staff, players and volunteers to share this commitment.   

The Club makes provisions for children and young people, young players and vulnerable adults  (Vulnerable Groups) ensuring that: 

  • The welfare of these groups is paramount. 
  • All children, whatever their age, culture, disability, gender, language, racial origin, religious belief and/or sexual identity have the right to safety and protection from abuse and harm.
  • Prevent policies and processes are in place for the protection of vulnerable groups from radicalisation.
  • All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately.
  • All staff, players and volunteers working for the club have a responsibility to report concerns to the Senior Safeguarding Manage and Designated Safeguarding Officers.  
  • Safeguarding is everyone’s responsibility 

Legal Framework 

This policy has been drawn up on the basis of law and guidance that seeks to protect children, namely; 

  • Children Act 1989 
  • United Convention of the Rights of the Child 1991 
  • Data Protection Act 1998 
  • Sexual Offences Act 2003 
  • Children Act 2004 
  • Equality Act 2010 
  • Protection of Freedoms Act 2012 (including DBS checks and information) 
  • Guidance Child Sexual Exploitation (CSE) – CEOP 2012 
  • Working Together 2015/2017 
  • Keeping Children Safe in Education 2016 
  • The Counter-Terrorism and Security Act 2015 
  • Public Interest Disclosure Act 1998 
  • General Data Protection Regulations 2018 

Useful Contact Details

The Senior Safeguarding Officer at the club is Paula Watson 07967 510560 

The Match day Safeguarding contact at the club is Jaimie Dorward 07818 515639 

The Academy Safeguarding & Club DSO contact at the club is Lee-Ann Brewer 07949 814505

Bradford City FC Community Foundation DSO is Paul Jubb - 01274 706850

If you prefer to report an incident by email please contact safeguarding@bradfordcityfc.co.uk 

If you have serious concerns about the immediate safety of the child or young person contact the Police or Social Services.  Record the name of the person you spoke to and tell your DSO what you have done.

Bradford Council Children Safeguarding Services During Working Hours: Monday to Thursday 8:30am to 5:00pm, Friday 8:30am to 4:30pm First Contact Team:01274  437500– out of hours 01274 431010 

Bradford Council Adult Safeguarding Services During Working Hours: Monday to Thursday 8:30am to 4:30pm, Friday 8:30am to 4:00pm First Contact Team:01274  431077– out of hours 01274 431010    

West Riding FA: out of hours 07912 309565

FL Child Protection Advisor: 01772 325 811/07795 628 379   

FA Safeguarding Team: 0800 169 1863 or via safeguarding@thefa.com  

English Football League Trust on 07583491701

NSPCC Helpline number: 0808 800 5000/ www.nspcc.org.uk/inform/cpsu 

      

Policy Statement 

Bradford City FC recognises its duty of care to safeguard all children, young people and young players, vulnerable adults/groups involved in activities organised by ourselves from harm.  All children have the right to protection, and the needs of disabled children and others who may be particularly vulnerable must be taken into account. We will do their utmost to ensure the safety and protection of all children/groups involved in activities through adherence to the safeguarding guidelines adopted by the Club. 

Definitions  

A child is defined as under the age of 18 (The Children Act 1989).  However, for the purpose of the Club’s Safeguarding policies and practices for home match day supporters, when referring to a child, the policies refer to a person under 14 years of age. Supporters under 14 years of age are not allowed to enter the stadium without a qualifying adult (age 18-years and over). As a result, and in line with reasonable adjustments, any supporter who is under 14 years of age must attend with their parent or guardian. Supporters over 14 years and under 18 years are allowed to enter the stadium unaccompanied however they are not allowed to be responsible for another supporter. Only supporters aged 18 years and over can be responsible for a supporter under the age of 18 years. 

Vulnerable Adults defined as an adult (person aged 18 or over) who is receiving             one of the following services; health care; relevant personal care; social care work; assistance in relation to general household matters by reason of age, illness or disability; relevant assistance in the conduct of their own affairs or conveying (due to age, illness or disability in prescribed circumstances). We have a separate vulnerable adults policy.

Staff or employees is defined as any member of the workforce either paid or unpaid. 

Vulnerable Groups is defined as the collective term used when talking about or referring to children, young people and adults at risk as a whole. 

Policy 

The aim of our Safeguarding Policy is to promote good practice and to enable staff to ensure that we: 

  • Provide children, young people, young players, adults at risk, (vulnerable groups) with appropriate safety and protection whilst in our care. 
  • Undertake to provide relevant safeguarding training, delivered by appropriate training providers as appropriate to their role for staff, players and volunteers.
  • Allow staff/volunteers to make informed and confident responses to specific safeguarding issues.  
  • Provide education and awareness raising, to young players and parents to understand their role in safeguarding. 

Scope       

This policy covers all activities within the; Stadium, Training Ground, and Academy. The community foundation operate their own Safeguarding policies and processes in line with the code of capability. 

Promoting good practice   

Child abuse, physical, emotional, neglect and in particular sexual abuse, can result in 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 any action to take. 

Abuse can occur within many situations including the home, school and the footballing environment.  Some individuals will actively seek employment or voluntary work with young people/young players in order to harm them.  A coach, instructor, teacher, official or volunteer may have regular contact with young people/young players and be an important link in identifying situations where a young person needs protection. 

Any concern regarding poor practice should be reported.   

If it is brought to the attention of the Club that a child joining the activities has been subject to child abuse outside the footballing environment, we recognise that football can play a crucial role as part of a care plan or in improving a child’s self esteem.  In such instances the Club will work with the referral agencies to ensure the child receives the appropriate support. 

Good practice guidelines 

All personnel are encouraged to demonstrate exemplary behaviour in order to safeguard children and vulnerable groups, to report any concern about the welfare of a child and also to protect themselves from allegations.  

We endeavour to :  

  • Always respond to any request to complete or update your DBS Criminal Records Check.
  • Always inform the HR Department in respect of your behaviour with regard to any investigation, allegation or arrest which may have an impact upon the role you have in working with children or vulnerable groups.
  • Always work in an open environment; for example, avoid private or unobserved situations and encourage an open environment, ie no secrets.
  • Treating all young people/young players/vulnerable adults/groups equally and with respect and dignity.
  • Always putting the welfare of each young person first before winning and achieving goals.
  • Always maintaining a professional relationship with young people and players; for example, never have an intimate relationship with a child U18 (even if they are over 16 years old) when you are responsible for their supervision, care, support or coaching.  
  • Always maintaining a professional relationship with vulnerable adults; for example, never have an intimate relationship with a vulnerable person (even if they are over 16 years old) when you are responsible for their supervision, care, support or coaching.  
  • Building balanced relationships based on mutual trust which empowers children to share in the decision-making process. 
  • Making football fun, enjoyable and promoting fair play. 

 

Coaching Contact:  

  • Ensure that if any form of manual/physical contact is required, it should be provided openly and according to coaching guidelines provided by the National Governing Body (NGB) of the sport and in line with The Premier League or Football League Child Protection Guidance. Care is needed as contact may be difficult to maintain when a child is constantly moving.  Young people/young players should always be consulted and their agreement gained. Some parents are becoming increasingly sensitive about manual support and their views should be carefully considered. 
  • All care givers must be subject to DBS checks at the highest level.   
  • All staff should be vigilant and ensure adults around children act in accordance with the clubs standards.  Staff are also responsible for those who enter changing rooms, etc.
  • Ensure that at tournaments or residential events, the accommodation guidelines are followed.
  • Being an excellent role model – this includes not smoking, not drinking alcohol, not using drugs or not using bad language in the company of children/young people/young players/vulnerable groups. 
  • When coaching gives enthusiastic and constructive feedback recognising the development needs and capacity of young people/young players and vulnerable adults/groups – avoid excessive training or competition and not pushing them against their will.  
  • Secure parental consent in writing to act, if the need arises, in emergency circumstances to give permission for the administration of medication or emergency treatment in line with the information advised on the current ‘Parental Consent Form’ as amended from time to time. 
  • Keep a written record of any injury or incident that occurs, along with the details of any treatment given and/or action taken. 
  • Advise parents, the DSO on any issue in relation to any treatment of children or vulnerable groups and to log such details on an incident/accident report form. 
  • Request written parental consent if Club/Foundation Officials are required to transport children/young people/young players/vulnerable adults/vulnerable groups in their cars and ensure that coaches/staff are accompanied by another member of staff. This should be avoided unless absolutely necessary. 

Practices to be avoided 

The following should be avoided except in emergencies. If cases arise where these situations are unavoidable they should only occur with the full knowledge and consent of someone in charge in the Club or the child’s parents/guardian. 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 training session/match: 

  • Never taking children to your home where they will be alone.  

The following should never be sanctioned. You should never: 

  • Share a room with any under 18’s. 
  • Engage in rough, physical or sexual provocative games, including horseplay. 
  • 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 unacknowledged, unchallenged, unrecorded or not acted upon. 
  • Do things of a personal nature for children or vulnerable adults that they can do for themselves         

Staff should avoid taking on any caring responsibilities for which you are not appropriately trained and for which consent forms have been obtained. 

 

Safe recruitment procedures for Club staff and contracted providers

We have in place safe recruitment procedures for individuals whom Bradford City will permit to work regularly with children, 

  • We always obtain an Enhanced Disclosure and Barring check which is renewed every three years. We are responsible for ensuring that all staff are competent to carry out their responsibilities for:
  • safeguarding and promoting the welfare of Children; and
  • creating an environment where staff feel able to raise concerns and feel supported in their safeguarding role.

As a minimum this  includes:

  • A role / job specification
  •  Advertisement of the role in line with club policy
  •  Interview process
  • Enhanced Disclosure and Barring Checks for those requiring such checks for work with Children or vulnerable adults, in line with guidance provided by The DBS, The FA and The Football League
  •  Verification of identification, appropriate qualifications and eligibility to work in the UK.
  • The taking up of two written references
  • Employment offers, subject to all of the above, and a successful probationary period
  • The Football League and the English Football League Trust recognises and adopts FA DBS as an appropriate umbrella body for processing Criminal Records Checks to safeguard Children in football. 
  • An enhanced DBS Criminal Records Check through the above system is mandatory for all persons applying for, or currently in, such positions that are defined in law as ‘Regulated Activity,’ or that The FA deems relevant and whose normal duties include coaching, teaching, training & instruction, caring for & supervising or providing advice & guidance on wellbeing for Children. Failure to comply with FA Disclosure and Barring process may result in sanctions and possible suspension. 

Responding to allegations

It is not the responsibility of anyone employed by Bradford City Football Club, in a paid or unpaid capacity, to decide whether or not the alleged harm or abuse has taken place.  However, it is their responsibility to act on any concerns through contact with the appropriate authorities. 

We will ensure that all staff/volunteers are fully supported and protect anyone, who in good faith, reports his/her concerns that a colleague is, or may be, harming or abusing a child.   

Where there is a complaint against a member of staff there may be three types of investigation (internal and external): 

  • A criminal investigation. 
  • A safeguarding investigation. 
  • A disciplinary or misconduct investigation. 

 The results of the Police and safeguarding investigation may well influence the disciplinary investigation, and/or any future action, but not necessarily. 

 

Complaints Procedure

Policy Statement 

Bradford City Football Club (BCAFC) welcomes comments and complaints from all members of the Clubs community. We use this process to improve our commitment to the players and staff (including volunteers) so we can provide a safe and enjoyable environment in which people can develop. 

Bradford City Football Club is committed to the continuous improvement of the services it provides. We recognise that, occasionally, mistakes will be made and this will not always meet the individual’s requirements or expectations. For these reasons it is Club policy that all complaints should be: 

  •  Received positively, treated seriously and in an open manner. 
  • Acknowledged immediately, preferably in writing. 
  • Investigated 
  • Resolved, wherever that is reasonably practical, within no longer than 13 working weeks. 
  • A source of learning with feedback used to ensure continuous improvement of the environment which the Club offers. 

No complainant bringing a complaint under this procedure will be treated less favourably by any member of staff. If there is evidence to the contrary, the member of staff may be subject to disciplinary proceedings. 

Scope 

The policy applies to all members of the Club community but does not replace procedures for, staff grievances and disciplinary action: those procedures should be used where appropriate. Any complaints or concerns raised which relate to an individual’s conduct or behaviour and have potential safeguarding implications for any individual (child or adult) will be assessed initially by the Club’s Designated Safeguarding Officer and Senior Safeguarding Manager. Where appropriate, these concerns will then be managed through Bradford City Football Club’s Safeguarding and Children Protection Policy or Safeguarding Adults Policy and procedures.  

Responsibilities 

All club staff have a responsibility for receiving complaints, treating them seriously and dealing with them promptly and courteously in accordance with procedure set out below

The Club’s Designated Safeguarding Officer has a responsibility for resolving a complaint and leading or contributing to an investigation into a complaint when this is considered appropriate

The Academy Manager is responsible for resolving complaints which have not been resolved during the previous two stages. The decision made by the Academy Manager is final. 

The Club Board is responsible for ensuring that the complaints policy and procedure are operating effectively and may become directly involved if a complaint is directed against the Designated Safeguarding Officer or The Academy Manager. 

Action to Implement and Develop Policy 

Stage One 

The Club expects complaints to be made informally to a member of staff in the first instance. These concerns should be recorded by the member of staff and advice sought immediately if any safeguarding concerns are suspected or apparent. It is hoped that most complaints can be resolved at this level and any agreed action is captured in a record that is agreed by all parties.  

Where it is not possible to address issues informally with an appropriate manager or initial staff responses do not result in satisfactory resolutions, the complaint should be submitted in writing to the Senior Safeguarding Officer, Paula Watson.  

 

Contact details: 

Email:   safeguarding@bradfordcityfc.co.uk

Mob:   07967 510560

 

The Club usually expects complaints to be made by the person concerned. BCAFC will, however, always consider complaint made by a parent or advocate as it is acknowledged that there are many reasons (including imbalances of power) that block people from making a complaint themselves. 

It is very difficult to investigate anonymous complaints as there will always be information that cannot be gathered or clarified. Any complaints relating to potential safeguarding risks will however be taken seriously, including those which fall under the umbrella of the club’s whistleblowing policy and procedures. 

The Senior Safeguarding Officer will acknowledge receipt within one working week. The Designated Safeguarding Officer and Senior Safeguarding Manager will then ensure that an independent senior member of staff is identified to investigate the complaint who has neither been directly involved with the complaint or personal interest in the case member 

Stage Two 

The allocated independent staff member will respond in writing within one working week explaining what has happened as a result of the complaint. Where this involves a member of staff, specific details of action taken will not be made available. This is to ensure that our employees are afforded appropriate confidentiality and respect for their dignity at work. 

If the complaint requires further investigation that cannot be carried out within the week, the investigating staff member shall keep the complainant informed and indicate the expected timescale for a response to be provided.  

Stage Three 

If the complainant is dissatisfied with the relevant investigating staff member’s response, then the complaint will be forwarded to a member of the Club’s Senior Management to resolve. 

The Senior Manager will acknowledge receipt of the complaint and respond to the complainant within 8 working weeks to allow time for any further information gathering and investigations to be undertaken. 

Stage Four 

If the complainant is still dissatisfied they have the right to follow the English Football League (EFL) complaints procedure  

Complaints should be made in writing and may be submitted by post to: 

The Independent Football Ombudsman 

Suite 49, 33 Great George Street, LEEDS LS1 3AJ. 

 or by e-mail to: contact@theifo.co.uk  

 or via the website: www.theifo.co.uk 

 

Complaints against the Designated Safeguarding Officer, Senior Safeguarding Manager or Academy Manager 

Complaints against the Designated Safeguarding Officer, Senior Safeguarding Manager or Academy Manager should be addressed to the CEO of the Club Board  

 

Monitoring and evaluation 

The club will maintain a confidential record of all complaints, appeals and outcomes and consider the learning from issues raised in order to assess what action if any would create a more positive experience and environment for those involved in participating in or providing club activities and to promote a safer environment. Themes and issues arising during each season will be collated and fed back to the Board to inform planning and priorities for the following season. 

 Suspected Abuse 

  • Any suspicion that a child has been harmed or abused by either a member of staff or volunteer should be reported to the DSO, 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 DSO will refer the allegation to the Social Services Department who may involve the Police, or alternatively go directly to the Police if out of hours. 
  • Contact with the parents or carers of the child will be discussed with the appropriate authorities, and a decision will be made about which is the right organisation to make contact with the parents or carers of the child in order to inform them of any disclosure.  This will be done as soon as practicable after discussion with the appropriate authorities.  

Confidentiality

All information imparted to a member of staff will be treated in confidence.  Confidentiality is a key issue in the lives of young people and vulnerable adults/groups.  They may trust a member of staff with issues of a personal nature and wherever possible their confidences should be respected.  Staff must not make promises on confidentiality they may be unable to keep. 

Furthermore, staff should always make any complainant fully aware of any situation where confidentiality must not be maintained as in a case of a concern for the protection of children or vulnerable adults or the welfare of either.   

Young people or vulnerable adults may disclose information that is difficult for the member of staff to deal with without further advice/support, or which must be reported to statutory agencies.  In this case the complainant should be told that the situation will be discussed with the DSO with a speciality in that area, or with the Line Manger, but confidentiality will be maintained if possible.   

Information Sharing

Bradford City AFC are committed to sharing information for the purposes of safeguarding and promoting the welfare of children and young people in line with Working Together (2013) and with respect for The General Data Protection Regulations (2018).  Any decision to break confidentiality should always be preceded by staff informing the complainant of what is about to happen and the reason for the decision. The staff member should also try to seek the consent of the person who makes the disclosure.  There will be no breach of confidence if the person to whom a duty of confidence is owed, consents to the disclosure. Staff should, in the first instance, seek the consent from the person if considering sharing information with other agencies. It is therefore essential that members of staff understand the balance between the need for confidentiality and the need for the sharing of information. For that reason, they must not promise absolute confidentiality to the person who discloses any concern or allegation.  Information which is considered important in protecting the safety and welfare of the child or vulnerable adult will be shared by the Club and Foundation with the appropriate statutory and regulatory agencies in order to seek help and keep those involved safe. 

If a person discloses information and asks for it to be kept confidential then this person cannot be told that information (disclosure) is totally confidential since it has to be passed on or referred for help to be sought.   

Information should be stored in a secure place with limited access to designated people in line with data protection laws, eg, that information is accurate, regularly updated, relevant and secure. 

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 (but is not limited to) the following people: 

  • DSOs. 
  • The parents/guardian of the person who is alleged to be abused (only with guidance from statutory agencies). 
  • The person making the allegation. 
  • Social Services/Police. 
  • Chief Executive Officer 
  • Department Head/Direct Line Manager. 
  • The alleged abuser (and parents if the alleged abuser is a child) *.  

 

 Reporting Procedures 

  • The FA/EFL should be informed of any serious safeguarding concern or complaint in order that they may consider the risk posed across football.  

Historic Complaints

Allegations of harm or abuse may be made some time after the event, eg 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 we will follow the procedures as detailed in this policy and report the matter directly to the Police or Social Services.   

Bullying

takes all complaints of bullying seriously and has a zero tolerance for bullying.  Serious and prolonged bullying may lead to isolation.    

The same procedure should be followed as set out in the section relating to responding to suspicions or allegations, if bullying is suspected.  All settings in which children are provided with services or are living away from home should have rigorously enforced anti-bullying strategies in place.     

 

Help Prevent Bullying

  • Take all signs and complaints of bullying very seriously. 
  • Encourage all children to speak and share their concerns.  Help the victim to speak out and tell the person in charge of the activity.  Create an open environment. 
  • Investigate all allegations and take action to ensure the victim is safe.  Speak with the victim(s) and the bully(ies) separately. 
  • Reassure the victim(s) that you can be trusted and will help them, although you cannot promise to not tell any one else. 
  • Keep records of what is said (what happened, by whom, when). 
  • Report any concerns to the DSO who may contact the school (or organisation where the bullying is happening).

Action Towards Bully

  • Talk with the bully(ies), explain the situation and try to get the bully(ies) to understand the consequences of their behaviour.  If bullying is found to have occurred seek a resolution which satisfies the victim. This may include an apology to the victim(s). 
  • Inform the bully(ies) parents/guardian. 
  • Insist on the return of borrowed items and that the bully(ies) compensate the victim. 
  • Provide support for the coach of the victim(s). 
  • Impose sanctions if 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.
  • Remain vigilant following the disclosure/investigation.
  • Record the outcome of the complaint.
  • Ensure relevant coaching staff are aware of the outcome and that they monitor the situation to reduce the chances of a re-occurrence.  The full policies can be found in the Employee Handbook.

.

Full Policies

These include but are not limited to: 

Equal opportunities

Health & safety

Whistleblowing Policy

Photography

Mascots 

Social media policy 

Transport Policy

Trips & residentials

Preventing Radicalisation

 

Health & Safety

The policy reflects the consideration we give to the protection of young people both within the Company’s environment and when away from the Company when undertaking trips and visits.  It is reviewed annually or within four weeks of the outcome of a serious safeguarding incident. 

All policies are reviewed annually or after any incident, by the senior safeguarding officer and all safeguarding stakeholders.

 

Information for staff and volunteers

Defining Abuse

 

Child abuse is any form of physical, emotional or sexual mistreatment or lack of care that leads to injury or harm.   

Child abuse and neglect are generic terms encompassing all ill-treatment of children as well as cases where the standard of care does not adequately support the child’s health or development.  

Children may be abused or suffer neglect through the infliction of harm, or through the failure to act to prevent harm.  Abuse can occur in a family or an institutional or community setting. The perpetrator may or may not be known to the child.  

Abuse can happen to a child regardless of their age, gender, race or ability.  Abusers can be adults (male or female) and other young people and are usually known to and trusted by the child and family. 

 

Signs of Abuse

There are five main forms of abuse; physical abuse, sexual abuse, emotional abuse, neglect and bullying.  Should you have any concern that abuse is occurring you should contact the appropriate DSO immediately. 

 

Physical Abuse  

Where adults or other young people physically hurt, or injure children, including by hitting, shaking, throwing, poisoning, burning, biting, scalding, drowning, suffocating or otherwise causing physical harm to a child.  This category of abuse can also include when a parent or carer reports non-existent symptoms of illness or deliberately causes ill health in a child they are looking after, as in Munchausen’s syndrome by proxy. 

Examples of physical abuse in sport may be when a child is forced into training and competition that exceeds the capacity of his/her immature and growing body; or where the child is given drugs to enhance performance or delay puberty. 

Sexual Abuse  

When adults (male or female) or other young people use children to meet their own sexual needs.  The power of the coach over young performers, if misused, may also lead to abusive situations developing. 

Emotional Abuse

The persistent emotional ill treatment of a child likely to cause severe and persistent adverse effects on a child’s emotional development.  It may involve communicating to a child they are worthless, unloved, inadequate, or valued only in terms of meeting the needs of another person.  It may feature expectations of children that are not appropriate to their age or development. It may involve causing children to feel frightened or in danger by being constantly shouted at, threatened or taunted which may make the child very nervous and withdrawn.  Ill-treatment of children, whatever form it takes, will always feature a degree of emotional abuse. 

Examples of emotional abuse in sport include subjecting children to constant criticism,  name-calling, sarcasm or bullying. Putting a child under consistent pressure to perform to unrealistically high standards is also a form of emotional abuse. 

Neglect 

When adults fail to meet a child’s basic physical and/or psychological needs, to an extent that is likely to result in the serious impairment of the child’s health or development.  For example, failing to provide adequate food, shelter and clothing, failing to protect a child from physical harm or danger, or failing to ensure access to appropriate medical care or treatment.  Refusal to give a child love, affection and attention can also be a form of neglect.   

Policy Update 

This policy will be updated in July 2020, unless following any safeguarding incident and subsequent review, then the policy may be updated earlier. 

Version Control 

This policy will be reviewed and updated at least every year by the owner, and more frequently if necessary. 

The Senior Safeguarding Lead will ensure this document is available on the Club website, and at the club reception, including any interim updates. 



This policy is written is produced and written to outline Bradford City Football Clubs Ticketing Strategy with the aim that it assists the safety management operation, and that commercial considerations alone do not compromise the efforts of the Safety management Team.

Version 2

Overview

 

  1. All sections of the ground, aisle, rows and individual seats will be clearly marked or numbered as per the ground plan and ticketing information. This will be inspected annually and reviewed where ever brought to our attention. 
  2. The ticketing strategy will be discussed at every pre match meeting held with safety, operational, and commercial teams before every fixture. Any amendments will be done on a risk assessed basis.

Concessions

  1. The Club takes its responsibility for the safeguarding of children seriously, therefore any supporter under 14 years old must be accompanied by, and seated with, a qualifying adult, parent or guardian, (age 18 years and over). Where seats directly together are not available, the Club will decide based on the proximity of the nearest seat, and the decision is not negotiable.
  2. A maximum of two under 11s season tickets can be purchased with an Adults season ticket. The club may use its discretion to judge each case on an individual basis where supporters request for more than 2 under 11s season tickets per adult. Please contact support@bradfordcityfc.co.uk if you want us to consider such a request.
  3. Babes in Arms policy:  Where parents wish to bring an infant or baby to a match at the Utilta Energy Stadium, a ticket for that infant or baby must be purchased. Such ticket will be charged at the concessionary junior ticket rate. The responsibility for the infant or baby’s welfare, comfort and safety always lie entirely with the parent during the match, pre and post-match activities and always while on the footprint of the Northern Commercials Stadium or any facilities on the periphery of the stadium whether or not that area is controlled by the football club. Specifically, parents must be aware there are risks to consider including, for example, the danger associated with a ball travelling at speed into the crowd, the impact of crowd noise on your baby and the potential for adverse weather. Therefore, the Club would recommend that infants and babies are not taken into sections of the stadium that are directly behind the goal in the North Stand Kop or South Stand or in the lower section of the West Stand.  Within the West Stand, access to banqueting rooms may be allowed with one parent if the child becomes fractious or unsettled by the behaviour of the crowd or the noise while the match takes place. The Club has only limited baby-changing facilities available within the stadium. The Club is unable to offer any storage facilities for prams or buggies. Bradford City Football Club confirms that admittance of an infant or baby to a match is entirely at the discretion of the parents who make an informed decision in this regard following the outlining of the risk factors to them. We accept no liability in the event of a child being harmed in any way by one of the risk factors listed above or any other incident in the stadium.
  4. Where a large number of children are in attendance the safety officer will look at stewarding levels and the stewarding experience assigned to those areas of the ground.
  5. At every match there is a matchday safeguarding officer in attendance who will support in any instances where there are unaccompanied children, or in the case of any child been denied access to the ground.

 

Ticket Redistribution/ third party sales

 

  1. Conditions of use for tickets are readily available at the ticket office and online on both the club website and the ticketing website. 
  2. Season Tickets are issued for your personal use and you shall not resell, dispose of, assign, (save as set out in clause 3.2 below) transfer or lend or otherwise deal with the Season Ticket or the benefit of it to any other person without the prior written consent of the Club. Further you shall not use the Season Ticket for any commercial purpose. The reference to reselling the Season Ticket includes reference to offering to sell a Season Ticket (including, without limitation, via any website or online auction site), exposing a Season Card for sale, making a Season Ticket available for sale by another person and advertising that a Season Ticket is available for purchase. For the avoidance of doubt (and by way of example only) this Season Ticket may not be offered as a prize in any promotion or competition nor transferred, lent or sold to any third party as part of a hospitality or travel package, given to a third party who agrees to buy another good or service, or used for any other commercial purpose or disposed of in any other way, save as expressly authorised by The Football League or the Club. 
  3. All concessionary Season Tickets must be used by a person of the age/concession category to which the Season Ticket is assigned in accordance with Clause 6. In the event of a person entering the Ground, or attempting to enter the Ground, with a concessionary Season Ticket for which he/she does not qualify the Season Ticket and relevant Season Ticket purchasing account will be suspended in accordance with Club policy and no refund will be given. The Club shall have the right to terminate the Season Ticket without liability and the Season Ticket holder may be refused future access to the Ground at the Club’s discretion. Further, any Season Ticket issued free of charge to a companion of a disabled or vulnerable supporter to enable such disabled or vulnerable supporter to attend Matches is only valid if the disabled or vulnerable person is present at the time and point of entry and throughout the duration of the Match. Concessionary Season Tickets may be upgraded for use by a Guest on a single match basis subject to availability, but such upgrade must be completed prior to the Season Ticket being presented at a turnstile. 
  4. You may only resell or transfer the Season Ticket to a Guest with the express written consent of the Club given at the Club’s absolute discretion. No such resale or transfer will be permitted except where the same takes place in respect of an individual match and in consideration of no payment or benefit in excess of the face value of a ticket to that Match and such transfer does not take place during the course of any business or for the purpose of facilitating any third party’s business save for any secondary ticketing operator expressly approved by the Club. Such resale or transfer to any Guest is hereby provided to be subject to the Terms and Conditions of Entry which will (save for any rights to transfer under this clause) apply to that Guest as if he/she was the original purchaser of the Season Ticket (and you must inform the Guest of this). 
  5. The unauthorised sale or disposal of tickets (including Season Tickets) is a criminal offence under section 166 of the Criminal Justice and Public Order Act 1994, as amended by the Violent Crime Reduction Act 2006. The Club will inform the police if it becomes aware that Season Tickets are being sold or disposed of illegally and will press charges against those breaking this law. If you are convicted of a ticket touting offence, or we reasonably suspect you have committed a ticketing offence, we will notify the relevant Football Authority who may in turn notify other Premier League/Football League Clubs and/ or the relevant law enforcement authorities. The information that we share may include your personal data, information about the offence and about ticket purchases (including payment details). We will use this to identify and prevent ticketing offences and disorder at matches. 
  6. The Season Ticket will always remain the property of the Club and must be produced together with evidence of your identity if required to do so by any official, steward or employee of the Club or any police officer. The Club reserves the right to require the immediate return of the Season Ticket. 
  7. Any Season Ticket obtained or used in breach of the Terms & Conditions of Entry shall be automatically void and all rights conferred or evidenced by such Season Ticket shall be nullified. Any person seeking to use a Season Ticket in breach of the Terms and Conditions of Entry in order to gain entry to the Ground or remain at a Match will be a trespasser and will be refused entry to, or ejected from, the Ground in respect of a Match and/or the cancellation, suspension or withdrawal of this Season Ticket. In the event of any cancellation, suspension or withdrawal in accordance with this clause 

 

Ticket information and design

 

  1. The reverse of the ticket shows ground plans, with names of stands and blocks and turnstile numbers. The front of the ticket shows block numbers and corresponding turnstile entrances. This information is on the ticket part which is retained after entrance to the ground.
  2. Ground maps are situated around the ground perimeter and all turnstiles are clearly labelled.

 

Postponed or Cancelled Event

All spectators at every game will have match tickets; fans should be informed to retain their tickets and observe the Club’s website the following day for an announcement.


Season ticket holders will be unaffected as their season tickets will apply for the re-arranged game.

Persons who have purchased seat tickets should retain their ticket portion for the re-arranged game.

The PA announcer will advise over the Public Address system:

‘Ladies and gentlemen, could I please have your attention.  Unfortunately due to circumstances beyond our control tonight’s/today’s event has been cancelled/abandoned (REPEAT MESSAGE).

“I would advise you that the date for the re-scheduled game will be advertised and broadcast on the Club’s website, in the local media and further information regarding tickets etc., may be obtained for your point of purchase.  Spectators who have purchased match tickets for this game should retain their portion of the ticket and consult the website for further details about the re-arranged fixture.”

 

Full condition of use for season tickets available on the ticketing website


This policy will be reviewed and updated at least annually by the owner, and more frequently if necessary.




What is the purpose of this document? 

Bradford City AFC Ltd is committed to protecting the privacy and security of your personal information. We are a data controller. This means we are responsible for deciding how we hold and use personal information about you. This notice explains to you what decisions we have taken in relation to that information. 

 

Our contact details are as follows: 

Bradford City Football Club Limited, 

Valley Parade, 

Bradford, 

West Yorkshire, 

BD8 7DY 

 

Telephone: 01274 773355 

 

Document Ref:

       Privacy notice

Version:

1

Date of version:

February 2019

Author:

Paula Watson

Approved by:

 

Confidentiality level:

Public

 

Amendment History

 

Date

Version

Author

Details of Amendment

February 2019

1

Paula Watson

Initial Release

 

This privacy notice describes how we collect and use personal information about you during and after your relationship with us, in accordance with the General Data Protection Regulation (GDPR). We encourage you to read this notice carefully, together with any other privacy notice we may provide on specific occasions when we are collecting or processing personal information about you, so that you are aware of how and why we are using such information. It applies to all employees, volunteers, and contractors. We have appointed a Data Protection Officer (DPO) to oversee compliance with this privacy notice. If you have any questions about this privacy notice or how we handle your personal information, please contact the Chief Executive Officer, at the organisational address and contact details above. 

As a data controller, we are responsible for deciding how we hold and use personal information about you. This notice explains to you what decisions we have taken in relation to that information. General Data protection principles In collecting and processing your personal information, we will comply with the data protection law in force at the time. 

WHO WE ARE 

This Notice tells you what to expect in relation to personal information about you which is collected, handled and processed by Bradford City Association Football Club (“the Club” or “BCAFC” or “We”) as Data Controller. We are committed to protecting your data and respecting your privacy. We aim to be clear when we collect your data and not do anything you wouldn’t reasonably expect with your data. We handle and process data in accordance with the General Data Protection Regulation 2018 (“GDPR”) and the Privacy and Electronic Communications Regulations 2003. 

INFORMATION WE MAY COLLECT 

You give us information when you contact us with an enquiry; use or register on the Website; purchase a ticket or merchandise; fill out a survey or other form; request us to provide you with information; enter a competition or prize draw or engage in a promotion or survey; post information to public areas of the Website; book an event or hospitality, by phone or email or online via our Website or update preferences on our Website; contact us via email, or when posting on or communicating via our social media platforms; become a sponsor or advertiser; become a mascot or provide content for our Match Day Programme or by communicating with us via any other channel. 

The information we may collect, hold and process about you, provided by you, may include: 

● Name 

● Address 

● Email address 

● Telephone number(s) 

● Bank details and/or payment details 

● Gender 

● Dietary requirements 

● Health and genetic information 

● Billing information 

● Vehicle registration number, make and model 

● Details of other people within your group booking including name and age 

● Purchase/transaction and ticketing history 

● Encrypted record of login password 

● Your preference for how we communicate with you about our activities 

● Photographs 

● IP address 

● Information gathered by use of cookies in your web browser 

● Information that is available publicly, including social media username if you interact with us through social media channels 

● Record of accidents and treatment received We maintain a record of your transaction history, but we never store your payment information. We keep a record of the emails we send you, and we may track whether you receive or open them so we can make sure we are sending you relevant information. We may track subsequent online actions such as ticket or retail purchases and enquiries. With regard to each of your visits to our Website we collect the following information: 

● technical information, including the Internet protocol (IP) address used to connect your computer/device to the Internet, your login information, browser type and version, time zone setting, browser plug-in types and versions, operating system and platform; 

● information about your visit, including the full Uniform Resource Locators (URL), clickstream to, through and from our site (including date and time), products you viewed or searched for, page response times, download errors, length of visits to certain pages, page interaction information (such as scrolling, clicks, and mouse-overs), methods used to browse away from the page, and any phone number used to call our customer service number. Our Website uses cookies to distinguish you from other users of our Website. This helps us to provide you with a good experience when you browse our Website and also allows us to improve our site. 

Your image and vehicle number plate may be recorded by CCTV when you visit any of our sites for safety and security purposes and to improve the service we can provide to you. This footage may also be used to exercise and defend our legal rights. Where necessary this footage will also be shared with the authorities for law enforcement purposes. 

HOW WE USE YOUR INFORMATION 

The above information is used to: 

● provide our services to you and enable us to process, administer and manage your orders, contracts, accounts and; 

● create an account so that we understand and respect your preferences; 

● establish dietary requirements and provide suitable catering options for you and your guests (where applicable); 

● inform you about changes to our products and services or new products and services; 

● inform you about renewals and additional matches to which you may have the opportunity to purchase tickets; 

● communicate information about any agreement you may have with us or have enquired about; 

● inform you about offers, events and promotions that may be of interest to you; 

● improve the services the Club offers you (which may sometimes include undertaking customer research); 

● keep a record of your relationship with us and how you prefer to be contacted; 

● analyse your personal information to create a profile of your interests and preferences so we can contact you with information most relevant to you; 

● to ensure that content from our Website is presented in the most effective manner for you and for your computer; 

● to administer our Website and for internal operations, including troubleshooting, data analysis, testing, research, statistical and survey purposes; 

● to administer prize draws and competitions you have entered; 

● to allow you to participate in interactive features of our service, when you choose to do so; 

● as part of our efforts to keep our site safe and secure; 

● to resolve an enquiry or progress a complaint; 

● comply with legal and regulatory obligations placed on the Club. 

We use profiling and segmentation to ensure communications are relevant to you. For this purpose we may analyse geographic, demographic and other information relating to you to enable us to understand your preferences. 

The Club and/or its media partners may from time to time create images and/or audio-visual footages of you and your Guests at the Ground. The Club is the owner of all rights in such footages and shall be entitled to use such footage on any media platform for the following purposes: 

● Promotional, marketing and commercial purposes; 

● Training for Club employees and third parties who work with the Club; 

● Broadcasting and editorial purposes. 

HOW WE KEEP YOUR INFORMATION SAFE 

All personal information we hold is stored on our secured servers in the UK and EU. Access to our information is strictly controlled. We may disclose your details to police, regulatory bodies, local authorities, football governing bodies and the Independent Football Ombudsman or legal advisors if so required. If any of the organisations to which we disclose your personal information is situated outside the European Economic Area (EEA) we would take reasonable steps to ensure that your information is properly protected including safeguards such as using contractual provisions to ensure your information is properly protected. 

DISCLOSURE OF YOUR INFORMATION 

We do not share your information with any third party without your agreement unless we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms of use or terms and conditions of purchase and other agreements; or to protect the rights, property, or safety of BCAFC, our customers, or others. This includes exchanging information with other companies and organisations for the purposes of fraud protection and credit risk reduction. 

Any third party providers used by us to fulfil our contractual obligations to you will only collect, use, store and disclose your information in the manner and to the extent necessary for them to provide their services to us. We have written agreements in place with each third party to ensure that your information is kept securely, is not used for any other purpose and is deleted when no longer required. Such third party providers may include: 

● Ticketing system provider; 

● Email distribution service; 

● Mailing house; 

● Marketing service provider; 

● Online audio and video player; 

● IT companies who support our Website and other business services; 

● professional advisors and insurers; 

● Analytical provider to assist us with the improvement or optimisation of our Website and services; 

● Credit reference agency for the purpose of assessing your credit score where this is a condition of us entering into a contract with you. We may share personal information with other organisations such as the Premier League, the English Football League, the Football Association and other governing bodies to assist with research and reporting on attendance and improve strategic planning and business decisions. We never sell personal information to third parties. Our Website may, from time to time, contain links to and from the websites of our commercial partners, sub-contractors in technical, payment and delivery services, advertising networks, analytics providers, search information providers, credit reference agencies, advertisers and affiliates. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites. 

WHAT IS THE LEGAL BASIS FOR PROCESSING THE INFORMATION 

The legal basis for collecting and processing your data may be: 

● Consent – you may have given us your consent to use your data for example when you tick a box to receive marketing emails, offers and newsletters. You can withdraw your consent at any time. 

● Contractual obligation – to enter into a contract with us we need your personal information (including financial information) to process and fulfil the contract for example to purchase a ticket or view digital content. 

● Legal obligation – if required by law to process personal information for example to comply with health and safety and equality obligations or to provide information to the police to prevent fraud or criminal activity. 

● Legitimate interest – for a genuine business reason that does not override your rights, freedom or interests for example administrative purposes, or using your purchase history to send you personalised offers. 

CHILDREN AND YOUNG PEOPLE’S PRIVACY NOTICE 

We understand that children and young people under the age of 14 years (“Children”) may visit our Website or otherwise interact with us. Children may need their parent or guardian’s permission to use or access certain areas of our Website or receive certain information through the Website. Children may also be asked to confirm they have that permission and we reserve the right to verify parental or guardian consent where required. We do not actively market to Children. We do not share Children’s personal information for any commercial purpose. 

YOUR RIGHTS 

You have the right at any time to ask for a copy of the information we hold about you and confirmation of how it is being processed. You will be required to verify your identity when making a request. If you would like to make a request for information please: Email - dpo@bradfordcityfc.co.uk Send a request in writing to - Data Protection Officer, Bradford City AFC, Valley Parade, Bradford, BD8 7DY 

You also have the right to: 

● request that we correct inaccuracies to your information. You must notify us of any updates, amendments or corrections to previously collected personal information in writing to the Club or by email or by updating your single sign on account online at our Website. We encourage you to keep the personal information we hold on you up to date and accurate; 

● request that we delete some or all of your personal information for example if it is no longer necessary for us to hold it for the purpose it was provided and we have no legal basis to retain it; 

● request that we stop or limit the processing of your information where you think the information we hold is inaccurate (until the accuracy is proved or updated); if you have objected to the processing (when it was necessary for legitimate interests); if you have consented to the use of it; or if it is no longer necessary for us to hold it for the purpose it was provided and we have no legal basis to retain it; 

● (in certain circumstances) move, copy or transfer your personal information to another organisation or to yourself. This applies only to personal information you have provided us with and is being processed by us with your consent or for performance of a contract and is processed automatically; 

● (in certain circumstances) you have the right to object to certain types of processing of your personal information when it is based on legitimate interests, when it is processed for direct marketing including profiling, or when it is processed for the purpose of statistics. 

HOW LONG DO WE KEEP YOUR INFORMATION? 

Your personal information will be retained for no longer than is necessary to fulfil the purpose for which we collected it or as required to satisfy any legal or reporting obligation or to resolve a dispute or enforce an agreement. When We no longer require your personal information, We will dispose of it in line with approved company processes. If personal data is retained for legal or reporting obligations it will be archived and reduced to the minimum. 

WITHDRAWING CONSENT 

If you have provided us with your consent to process your personal information you have the right to withdraw this at any time. In order to do so you should contact us by emailing dpo@bradfordcityfc.co.uk. 

CONTACT US 

If you have a concern about the way we are collecting or using your personal data, you should raise your concern with us by contacting: Data Protection Officer Northern Commercials Stadium Valley Parade Bradford BD8 7DY dpo@bradfordcityfc.co.uk 

You also have the right to contact the Information Commissioners Office at https:\\ico.org.uk\concerns\ . 

CHANGES TO THIS NOTICE 

Our policies are constantly under review and this Privacy Notice may be changed by us at any time. Any changes shall be posted on the Website and we recommend that you check regularly to review the latest version. 

 

This document is reviewed periodically and at least annually to ensure compliance with the following prescribed criteria.

 

  • General Data Protection Regulation
  • Legislative requirements defined by law, where appropriate

 

Head Of Operations

Paula Watson