Sexual Abuse Misconduct Prevention
& Crisis Management Policy
Schaumburg Athletic Association prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. Schaumburg Athletic Association provides procedures for employees, volunteers, board members or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted. No employee, volunteer, board member or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.
All sporting organizations which make provisions for children and young people must ensure that:
The Schaumburg Athletic Association seeks to provide a safe and secure environment for the
children who participate in our programs and activities. By implementing the below practices, our
goal is to protect the children of the Schaumburg Athletic Association from incidents of misconduct
or inappropriate behavior while also protecting our staff and volunteers (workers) from false
In 2018, Congress enacted a new Federal law, The “Protecting Young Victims from Sexual Abuse and Safe Sport Authorization Act of 2017” (“Safe Sport Act”), which specifically requires applicable amateur sports organizations which are not part of national governing bodies to:
An applicable amateur sports organization is one that is not part of a national sports governing body, participates in interstate or international amateur athletic competition, and includes any adult who is in regular contact with an amateur athlete who is a minor. However, even if a sports organization does not have a single team that crosses a state line to compete, the Safe Sport Act establishes a new standard of care that will likely be used in future case law.
Penalties For Failure To Comply: Any minor who was a victim and who suffers personal injury as a result of a violation of the Safe Sport Act, may sue in U.S. District Court and may recover actual damages or liquidated damages in the amount of $150,000 and the cost of the action, including reasonable attorney’s fees and other litigation costs. The court may also award punitive damages
The purpose of this risk management program is to reduce and/or prevent the occurrences of misconduct in sports as well as to reduce the liability potential for the sports organization.
Misconduct can negatively affect participants, staff members, family, friends, and the sport.
Specifically, our organization will implement policies in the following areas to address all types of misconduct and to set forth boundaries of appropriate and inappropriate conduct: sexual misconduct, including child abuse; grooming behavior; physical misconduct; emotional misconduct; bullying; harassment; hazing; social media and electronic communications; locker rooms and changing areas; travel; reporting misconduct; screening staff; and monitoring for compliance.
This plan will serve as awareness education training for all our staff, members, volunteers, board members and contractors who agree to educate themselves on all forms of misconduct and to refrain from engaging in such misconduct and in violating the policies herein. It should be posted on the organization website and distributed to all adult staff members.
This plan is designed for the Schaumburg Athletic Association, which is considered a non-national governing body (Non-NGB) sports association. Organizations that are members of national governing bodies must comply with a higher standard of care and are subject to oversight from and reporting to the United States Center for SafeSport.
The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all the following persons – employees, volunteers or other third-parties.
Sexual abuse or misconduct may include, but is not limited to:
Participant: Any athlete or non-athlete participant who participates in any tryouts, practices, drills, instructional sessions, competitions, camps, clinics, tournaments, or non-sport outings including travel, lodging, and health or medical treatment sponsored by the organization.
Child, Children, Minor, and Youth: Anyone under the age of 18. These terms are used interchangeably throughout this program.
Coach: Any adult who has or shares the responsibility for instructing, teaching, schooling, training, or advising athletes of the organization.
Misconduct: Behavior that results in harm, the potential for harm, or the imminent threat of harm. Age is irrelevant to misconduct. There are six primary types of misconduct in sports: sexual (including grooming behavior), physical, emotional, bullying, harassment, and hazing.
Organization: The sports organization that has adopted this misconduct risk management program.
Staff Member: Any paid or unpaid member providing service to the organization including but not limited to officers, directors, administrators, coaches, assistant coaches, trainers, and team parents
All SAA Executive Board members, sport board members, staff, and independent contractors participating in any programs of the SAA.
TYPES OF MISCONDUCT AND EXAMPLES
The following six types of misconduct are prohibited by the organization:
Sexual misconduct is defined as:
Sexual misconduct can be between adults, between adults and minors, or between minors. Minors don’t have the legal capacity to consent to sexual activity with an adult, and as a result, any sexual interaction between a minor and adult is strictly prohibited.
Types of sexual misconduct include:
Touching offenses include:
Permissible Physical Contact
Some level of physical contact between a coach and a participant may be appropriate, such as in instruction, celebration, or consolation of a distraught participant who has been injured or after losing a competition. Appropriate physical contact in training and instruction consists of the following elements:
Prohibited forms of physical contact include:
Non-touching offenses include:
The following are not defenses under any circumstances to an allegation of sexual misconduct: the consent of a minor, mistaking the age of a participant, or that the interaction did not occur during a sanctioned event of the organization.
Peer-to-Peer Child Sexual Misconduct
Approximately one-third of all cases of sexual abuse are child peer-to-peer. Whether or not sexual interaction between children constitutes child sexual abuse turns on the existence of an aggressor, the age difference between the children, and/or whether there is an imbalance in power and/or intellectual capabilities. Allegations or suspicions of peer-to-peer child sexual abuse must be reported to the child abuse officer or a board member.
Grooming is an intentional and effective strategy that sexual predators use to set up and prepare victims, parents, and staff to gain a position of trust and lower their defenses, which assists in the perpetration of misconduct.
The steps taken in the grooming or seduction process are:
Staff and parents who understand the grooming process and the policies that are meant to prevent it through education are likely to identify it and notify the MO or a board member of suspicious behavior.
Two-Deep Leadership: Two adults (ex: any combination of coach(es)), volunteer(s), parent(s)) should be present at all times so that a minor cannot be isolated one on one with an unrelated adult. This also helps to protect the staff member from false accusations.
Individual Meetings: An individual meeting to address a participant’s concerns may be necessary on occasion. During such meetings, the following guidelines should be observed:
Prohibited One-on-One Interactions: Except as provided above with regard to individual meetings, individual training, or emergency situations, any one-on-one interaction between an adult and a minor participant should be avoided. A possible exception may occur if the minor is stranded and the adult must be present so that the minor will not be left unattended or unsupervised. In such cases, the adult and minor should remain in the open until another adult arrives.
Physical misconduct includes:
Examples of prohibited physical misconduct:
Physical misconduct does not include physical contact that is a professionally-accepted coaching method for teaching skill enhancement, physical conditioning, team building or appropriate discipline.
Emotional misconduct involves a pattern of intentional, noncontact behavior that causes or has the potential to cause psychological or emotional harm to a participant. Physical acts, verbal acts, or acts that deny support or attention are included in these behaviors.
Examples of prohibited emotional misconduct:
Emotional misconduct does not include generally-accepted and age-appropriate coaching methods of skill enhancement, physical conditioning, motivation, team building, appropriate discipline or improving athletic performance. Note that a single incident such as a verbal outburst may be inappropriate but does not constitute emotional misconduct, which requires a pattern of harmful behaviors over time.
Bullying involves an intentional and repeated pattern of committing or intentionally allowing or not preventing behaviors that are intended to cause physical harm, fear or humiliation in an effort to socially isolate, diminish or exclude another participant physically, emotionally, or sexually.
Bullying can occur through verbal, written or electronic communications or by means of a physical gesture or act.
Examples of prohibited bullying behavior:
Physical: Hitting, pushing, punching, beating, biting, striking, kicking, choking, spitting, or slapping; throwing objects such as sports equipment at another participant.
Verbal: Teasing, ridiculing, taunting, name-calling, or intimidating, or threatening to cause someone harm.
Social, including Cyberbullying: Using electronic communication, social media or similar to harass, frighten, intimidate, or humiliate someone; using rumors or false statements about someone to diminish that person’s reputation; socially excluding someone and asking others to do the same.
Sexual: Teasing, ridiculing, or taunting based on gender or sexual orientation (real or implied), gender traits or behavior (e.g., taunting someone for being too effeminate or too masculine), or teasing someone about their looks or behavior as it relates to sexual attractiveness.
It is often not the staff, but other participants who perpetrate bullying. However, it is a violation if a staff member knows or should have known of bullying behavior but takes no action to intervene on behalf of the targeted participant(s).
A participant or parent/guardian who participates in any act of bullying is subject to appropriate disciplinary action including but not limited to suspension, permanent ban, and referral to law enforcement authorities.
Difference between Mean, Rude, and Bullying Behavior
Mean is defined as purposefully saying or doing something to hurt someone very infrequently. Rude is defined as inadvertently saying or doing something that hurts someone else. Bullying is defined as intentionally aggressive behavior repeated over time that involves an imbalance of power. Mean or rude conduct does not rise to the level of bullying absent the imbalance of power but may otherwise be a code of conduct violations and treated as such.
Bullying does not include group or team behaviors to encourage a culture of team unity and/or harder training effort.
Harassment is a pattern of physical or nonphysical behaviors that cause annoyance, fear or humiliation; degrade or offend; reflect a discriminatory bias; or create a hostile environment for the purpose of creating superiority, dominance, or power over an individual participant or participants based on gender, gender identity, gender expression, sexual orientation, ethnicity, race, culture, national origin, race, or physical or mental disability. It also includes any conduct or acts defined as harassment under state or federal law.
Examples of prohibited harassment:
Name-calling, taunts, threats, belittling, stalking, unwelcome advances and requests for sexual acts, as well as undue threats to perform or succeed.
Sexual harassment is conduct towards a participant that includes sexual advances, requests for sexual favors, or other verbal or physical behaviors of a sexual nature and is sufficiently severe, persistent or pervasive and objectively offensive that it negatively affects an individual’s performance.
Hazing includes any behavior which is physically harmful, humiliating, intimidating, or offensive. Hazing typically is an initiation activity that is a precondition for being socially accepted or joining a team. It also includes any act that is described as hazing under federal or state law.
Examples of hazing include:
Hazing occurs even when the participant agrees to cooperate.
Adopt Positive Language and Behavior
Adopt positive language when talking with children and in the presence of children. This includes avoiding bad or aggressive language that could intimidate a child or set a poor example.
It is a violation when a staff member knows of prohibited misconduct but takes no action to intervene to protect participants or other staff members. It is also a violation to observe illegal and prohibited misconduct and not report it in a timely manner to the appropriate entity or law enforcement authorities.
Electronic communications and social media interactions between staff and participants and their parents/guardians is essential with regard to activities, schedules, and administrative issues. Furthermore, social media touting the positive aspects of competition and club promotion should be encouraged. However, the potential for misconduct exists including sexual abuse, emotional abuse, bullying, harassment, and hazing.
The organization may create an official social media account which may connect with other staff, participants, and parents/guardians for the purpose of official organization communications about activities, motivation, team building, and answering posts from staff, participants, and parents/guardians.
Staff and minor participants should not connect on social media outside of the organization’s official social media account.
A staff member and minor participant may communicate via email, text, or instant message if the communication is about official organization activities. A parent/guardian of minor participants or another staff member should be copied on all such communications sent by a staff member.
Organizations frequently publish photos and videos of activities on their website and social media accounts and transmit via email to various media outlets. Before publishing a photo or video of any participant, the organization should obtain an image release agreement signed by the parent/guardian. Also, all photos and videos should be taken in public view and should be appropriate and in the best interest of the participant and the organization.
Be aware that there are some people who visit sporting events to take inappropriate photographs or video footage of children. You need to be alert to this possibility and report any concerns to an official in the organization.
Staff should immediately honor any request from parent/guardian to discontinue all digital communications or imagery with a minor participant without any repercussions.
Violations of the organization’s electronic communications and social media policy should be reported to the MO or a board member for appropriate disciplinary action including but not limited to suspension, permanent suspension and/or referral to law enforcement.
Participants are particularly vulnerable to misconduct including bullying, harassment, and hazing in locker rooms/changing areas due to various stages of undress and less direct supervision. The Schaumburg Athletic Association strongly recommends the following guidelines:
In the special case of co-ed locker rooms, male and female athletes should use separate changing areas. When separate areas are not available, the male and female participants should take turns using the areas.
Collection by Parents/Guardians
Let parents/guardians know about policy on the collection of children. A list of action items that could help include:
Travel to and from practices and competitions subject’s participants to risk not only from auto accidents, but also makes them more vulnerable to misconduct, particularly during overnight stays. During overnight stays, participants are away from their families and support networks and find themselves in unfamiliar and less structured settings, such as locker/changing rooms, sports facilities, autos, and hotel rooms.
Local travel is not planned or supervised by the organization, but parent/guardian for each participant is responsible for making the travel arrangements. Local travel occurs when minor participants are driven to and from practices and local competitions, usually by parents/guardians in a carpool setting. Ideally, all players/participants should have their own transportation to and from sporting events.
You should only provide transportation when:
The guidelines for local travel are as follows:
SAA strongly recommends that managers and coaches steer clear of being the designated driver for rides to and from practices and games. Ask kids to contact each other if rides are necessary.
Team travel usually requires overnight stays and occurs when the team plans and supervises transportation for local, regional, national, or international competitions. For greater travel distances, staff and chaperones will often travel with the participants in order to provide adequate supervision.
Always have more than one adult with children on an overnight trip/camp and do not separate yourself and children from another adult/s. There should always be more than one adult with a group of children, even if the number of children is small. Mixed gender is preferable. Options to consider on an overnight trip/camp include obtaining separate sleeping accommodations from the children (adults in separate rooms). There must be emergency procedures in place to enable supervising adults to be able to respond to any alarm raised by a child. If an alarm is raised by a child, more than one adult should respond
The following are guidelines on team travel:
The number of staff/volunteers needed will depend on the age and number of children involved, and whether there are disability considerations.
Being alone with a child: Do not isolate yourself and a child and avoid being alone with any child. If a child approaches you and wants to talk to you privately about a matter, do so in an open area and in the sight of other adults (e.g. other coaches, officials or parents/guardians). Ideally advise another coach or official and ask them to stay within sight while you have the discussion and to come to your assistance if the child becomes emotional and/or you indicate support is required in dealing with the child. Avoid unaccompanied and unobserved activities with children.
The following practices are never sanctioned. You should never:
The following practices are recommended:
Injuries and Illness
Have guidelines for handling injuries that occur during sporting activities. Personnel should avoid treating injuries out of sight of others.
Other considerations include:
Coaches and officials are to remove any child that is bleeding from a practice or game and stop the flow of blood before he or she can rejoin the activity
All SAA Executive Board members, sport board members, staff, and independent contractors who regularly interact with children enrolled in any sports program operated within the SAA must complete SafeSport awareness training or an equivalent. Documented proof of course completion must be retained by the individual and presented before any position at the SAA is granted. The cost of the required training will be paid by the sport program.
Reporting Child Sexual and Child Physical Abuse
Any SAA board member, coach, commissioner, staff member or contractor who has a reasonable suspicion of child sexual abuse or child physical abuse committed by another board member, coach, commissioner, staff member or contractor or participant, must within 24 hours:
Under the Safe Sport Act, covered individuals must report suspicions of child abuse, including sexual abuse, within 24 hours to law enforcement. Failure to report may be a criminal violation under state and federal law. A covered individual is any adult who is authorized by an applicable amateur sports organization with a minor or amateur athlete.
Once notified, the SAA President should separately report such allegations to the appropriate law enforcement authorities as required by state and federal law. Failure to report such misconduct may be a violation under state and/or federal law. An attorney should be consulted prior to reporting for advice on currently applicable state and federal law.
Participants and parents are also encouraged to report any reasonable suspicions of child sexual and child physical abuse to the sport Head Commissioner, SAA VP responsible for discipline and the SAA President.
Resources for assistance with state and federal reporting requirements:
After a report of reasonable suspicion of misconduct to law enforcement has been made, whether for reasons of child sexual abuse, child physical abuse, or other illegal reportable misconduct, the SAA President and VP in charge of discipline should take the following actions:
Reporting Other Misconduct, including Emotional Abuse, Bullying, Harassment, Hazing, or Grooming Behavior
Any SAA member, staff member or contractor who has a reasonable suspicion of emotional abuse, bullying, harassment, hazing, or grooming behavior should report within 48 hours such misconduct to the sport Head Commissioner, SAA VP responsible for discipline per the SAA Disciplinary Policy.
Depending on the severity and nature of the allegations, the SAA President and the VP in charge of discipline should determine whether to report such allegation within 48 hours to the appropriate law enforcement authorities as required by state or federal law.
How to Report All Misconduct to the Organization
Reports of all misconduct may be made orally and in writing per the SAA Disciplinary Policy. An incident report must be completed. The information required is the name of complainant(s) making the report, the type of misconduct alleged, the name(s) of the accused staff members who allegedly engaged in the misconduct, the approximate dates of misconduct, and any other relevant information.
Upon receiving a report of emotional abuse, bullying, harassment, hazing, or grooming behavior that is not reportable to law enforcement under state or federal law, the Head Commissioner and VP in charge of discipline will follow the SAA Disciplinary Policy.
Whistleblower Protection and Bad Faith Allegation
Whistleblowers who report misconduct suspicions in good faith should be protected against any retaliation, punishment, and other harm regardless of the outcome of any investigation. To allow otherwise would defeat the purpose of the child abuse and misconduct risk management plan. Anyone who retaliates is subject to disciplinary action.
Likewise, complainants who act in bad faith in making malicious or frivolous allegations are subject to civil and criminal actions and disciplinary action by the Schaumburg Athletic Association.
In the event of media inquiries involving an allegation of misconduct, a single board member or attorney will be appointed as the sole media contact. All other SAA members should refrain from making comments to the media. Any comment should be based on the following principles:
This mandate is for the protection of children in SAA and will help maintain SAA as an environment in which children are safe from those who would seek to gain access to children and ultimately harm them. It will help protect volunteers and sports from possible loss of personal or program assets because of costly litigation. The criminal background check vendor should, at a minimum, run records from all 50 states to include the National Criminal Database and the National Sex Offender Registry.
1.1. Regulation I (a)
As a condition of service to the organization, all managers, coaches, Board of Directors, sport board members and any other persons who provide regular service to the organization and have repetitive access to, or contact with players or teams, must annually complete a coach registration and background check. Refusal to submit said application will result in the denial of the applicant or immediate dismissal of the individual from the organization. One criminal background screening will be conducted per applicant to cover the duration of that individual’s service to the organization. However, if an individual does not provide any of the above services to the organization for one (1) year or more, another criminal background screening shall be conducted upon re-application
1.2. Regulation I (b)
The Board of Directors and each sport board shall require that all of the following personnel have annually completed a coach registration and background check, prior to the applicant assuming his/her duties for the current season: Managers, Coaches, Board of Directors, Sport Board members and any other persons who provide regular service to the organization and have repetitive access to, or contact with, players or teams. The application must be processed by SAA Office personnel for all personnel named above and maintained at the SAA Office for the duration of the applicant’s service to the organization.
1.3. Regulation I (c)
Conduct a background screening as stated in Regulation I (a) on all personnel that are required to complete a coach registration and background check. The SAA will conduct a search of the applicable government operated statewide sex offender registry on an annual basis on all personnel that are required to complete a coach registration and background check prior to the applicant assuming his/her duties for the current season. SAA shall not permit any person to participate in any manner, whose background screening or criminal history from any verifiable source reveals a felony conviction, jail time, or for any crime involving or against a minor. The SAA may prohibit any individual from participating as a volunteer or hired worker; if the SAA deems the individual unfit to work with minors. If the SAA becomes aware of information, by any means whatsoever, that an individual, including, but not limited to, volunteers and hired workers, has been convicted of or pled guilty to any felony and/or crime involving or against a minor, the SAA must contact the applicable government agency to confirm the accuracy of the information. Upon confirmation of a conviction for, guilty plea to, or prison time served for a felony and/or any crime against or involving a minor, the SAA shall not permit the individual to participate in any manner. http://www.isp.state.il.us/sor/frames.htm (search by name)
1.4. Regulation I (d)
The above mandate is the acceptable policy in SAA, however a sport within SAA may elect to conduct a criminal background screening on an annual basis, which exceeds the minimum requirement by these regulations. The cost of these annual criminal background screenings will be funded by the individual sport.
Note: Certain employees or independent contractors from outside the sports organization may have access to youth. An example would be a janitor employed by the facility owner. Steps should be taken to make sure that a background check has been run on these individuals by their employer.
All SAA members, volunteers, staff and contractors with regular access to youth participants, such as directors, coaches, assistant coaches, and team managers should undergo a background check for acceptability prior to initial assignment of duties. Thereafter, a subsequent background check will be run annually.
The SAA VP in charge of discipline should be responsible for implementing, monitoring, taking corrective action, disqualifying unfit candidates, and working with third-party background check vendors on all issues related to the criminal background check program. The VP in charge of discipline should maintain confidentiality to protect against possible claims of slander or libel. The VP in charge of discipline should work with office staff for assistance in interpreting background check results; sending adverse action notifications required by law; and to protect against possible claims under the Fair Credit Reporting Act, First Offender Act, and all other state and federal laws protecting those who undergo criminal background checks.
Administration of Criminal Background Checks
Disqualification Criteria: To make sure that all SAA staff, volunteers, members and contractors are treated fairly and consistently, the following disqualification criteria should be used:
Individual SAA members found to be guilty of the following crimes should be disqualified as coaches, assistant coaches and team managers as outlined below.
Guilty means the applicant was found guilty following a trial, entered a guilty plea, entered a no contest plea accompanied by the court’s finding of guilty, regardless of whether there was an adjudication of guilt (conviction) or a withholding of guilt. This policy does not apply if criminal charges resulted in acquittal, dismissal or in an entry of nolle prosequi.
Should any of the pending charges described above be uncovered or should any of the above charges be brought against an applicant during the season, the applicant should be suspended from serving until the charges are cleared or dropped and the SAA President approves reinstatement.
Staff/Volunteer Applications: Prior to the running of any criminal background check, the applicant should complete a staff application form giving his or her consent to the running of such check. This form should include a question about the existence of any prior criminal convictions and pending investigations. A “yes” answer should require a detailed explanation including the type of offense, locations, and dates. (Note: some background check vendors require the applicant to directly enter their own application information directly into the vendor’s website.)
The SAA Volunteer Application will include, but not limited to the following information:
The information obtained in the staff application/consent form, as well as the results of criminal background checks, should be held in strict confidence to protect the confidentiality of the information. It should be kept in a secure location with access by the MO or MC only. Confidential information should not be disclosed outside of the organization and should only be shared within the organization on a need-to-know basis. However, under certain circumstances, the organization may have a legal duty to disclose certain types of information to government agencies or law enforcement.
Run Criminal Background Check: After collecting the staff application/consent forms, the MO should verify that they are complete and legible. Next, the applications or information therein should be forwarded to the selected criminal background vendor. (Note: some background check vendors require the applicants to directly enter their own information into the vendor’s website.)
Results: The results from the criminal background check vendor should be received by the MO. The MO may need the assistance of the vendor in interpreting the results against the predetermined disqualification criteria. In addition, the MO should ask the vendor about any applicable first-offender acts in a particular state that may disallow the use of the results in making a disqualification decision. All disqualified applicants should be provided with the following documents with the assistance of the background check vendor:
1) Fair Credit Reporting Act: Summary of Rights
2) Letter of disqualification
3) Copy of the criminal background check results.
The vendor should advise if there are any other requirements under state or federal law.
Appeals Process: Staff candidates disqualified due to an unsatisfactory criminal background check should be given a right to appeal if they notify the MO in writing. Such appeals should be heard by a three-person MC. The MC should decide whether to uphold the decision of the MO. As a compromise, the MC may decide to reassign the applicant to a more appropriate position or to place the candidate under a probationary period. The results of all criminal background checks and appeals should be kept confidential.
The written appeal should include:
Monitoring and Supervision Compliance
The organization and its MO and MC should monitor and supervise the implementation and compliance of the child abuse and misconduct plan as follows:
Child Abuse Training for Minors
The Safe Sport Act requires sports organizations to provide minor training on preventing and reporting of child abuse. The SAA will distribute a document entitled “Abuse Avoidance Training for Minors” or a similar document from another source to each parent with a strong recommendation that each parent should review this document with their minor child.
A hard or electronic copy of this risk management program should be distributed to each staff member prior to the start of every season. Each board and/or staff member should acknowledge in writing (print or electronic signature) that they have received and carefully reviewed the plan and that they will refrain from engaging in misconduct and will comply with the policies within this plan. The organization should maintain documentation on an annual basis that the plan was distributed and as staff agreement signatures collected.
Schaumburg Athletic Association
217 S. Civic Drive
Schaumburg, Illinois 60193
Board Approval Date:
Version 1.0 06/17/2019
• U.S. Center for SafeSport; SafeSport Code for the U.S. Olympic and Paralympic Movement; 12-28-2017
• U.S. Center for SafeSport; Practices and Procedures; 3-3-2017
• SafeSport Program Handbook; U.S. Figure Skating; 1-1-2018
• USA Basketball SafeSport Program Handbook; 11-9-2017
• Model Youth Football Safe Sport Policy; USA Football; 2-20-2015
Linked Title of Related Informational Item
Tag(s): Bylaws & Policies