Soccer assist academy POlicies

Soccer Assist Academy provides a full time football development programme for talented student athletes aged 16-21, allowing them to excel on the pitch and in the classroom. Soccer Assist Academy focuses on developing talent and prioritises instilling the right habits to achieve top performances. We aim to instill the foundations for our players to excel at pro clubs or on scholarships once they leave us.

Last updated: May 25th, 2021 

Please read these terms and conditions carefully before using Our service.

Interpretation and Definitions 

Interpretations 

The words of which the initial letter is capitalized have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural.

Definitions 

For the purposes of these Terms and Conditions:

  • Affiliate means an entity that controls, is controlled by or is under common control with a party, where “control” means ownership of 50% or more of the shares, equity interest or other securities entitled to vote for election of directors or other managing authority. 
  • Company (referred to as either “the Company”, “We”, “Us”,”Our” in this agreement) refers to Soccer Assist LTD, 52 Farmborough, Netherfield, Milton Keynes, MK6 4HG 
  • Country refers to: United Kingdom
  • Device means any device that can access the Service such as a computer, a mobile phone, or a digital tablet 
  • Service refers to the Website
  • Terms and Conditions (also referred as “Terms”) mean these Terms and Conditions that form the entire agreement between You and the Company regarding the use of the Service. 
  • Third-party Social Media Service refers to any website or any social network website through which a User can log in or create an account to use the Service 
  • You means the individual accessing or using the Service, or the company, or other legal entity on behalf of which such individual is accessing or using the Service, as applicable. 

 

Acknowledgement 

These are the Terms and Conditions governing the use of this Service and the agreement that operates between You and the Company. These Terms and Conditions set out the rights and obligations of all users regarding the use of the Service. 

Your access to and use of the Service is conditioned on Your acceptance of and compliance with these Terms and Conditions. These Terms and Conditions apply to all visitors, users and others who have access or use the service. 

By accessing or using the Service You agree to be bound by these Terms and Conditions. If you disagree with any part of these Terms and Conditions then You may not access the service.’

You represent that you are over the age of 15. The Company does not permit those under 15 to use the Service.

Your access to and use of the Service is also conditioned on Your acceptance of and compliance with the Privacy Policy of the Company. Our Privacy Policy describes Our policies and procedures on the collection, use and disclosure of Your personal information when You use the Application or the Website and tells You about Your privacy rights and how the law protects You. Please read Our Privacy Policy carefully before using Our Service. 

Links to Other Websites 

Our Service may contain links to third-party web sites or services that are not owned or controlled by the Company. 

The Company has no control over, and assumes no responsibility for, the content, privacy policies, or practices of any third party web sites or services. You further acknowledge and agree that the Company shall not be responsible or liable, directly or indirectly, for any damage or loss caused or alleged to be caused by or in connecting with the use of or reliance on any such content, goods or services available on or through any such websites or services.

We strongly advise You to Read the terms and conditions and privacy policies of any third-party web sites or services that You visit. 

Termination 

We may terminate or suspend Your access immediately, without prior notice or liability, for any reason whatsoever, including without limitation if You breach these Terms and Conditions. 

Upon termination. Your right to use the Service will cease immediately. 

Limitation of Liability 

Notwithstanding any damages that You might incur, the entire liability of the Company and its suppliers under any provision of this Terms and Your exclusive remedy for all the foregoing shall be limited to the amount actually paid by You through the service.

To the maximum extent permitted by applicable law, in no event shall the Company or its suppliers be liable for any special, incidental, indirect or consequential damages whatsoever (including, but not limited to, damages for loss of profits, loss of data or other information, for business interruption, for personal injury, loss of privacy arising out of or in any way related to the use of or inability to use the Service, third-party software and/or third-party hardware used with the Service, or otherwise in connection with any provision of this Terms), even if the Company or any supplier has been advised of the possibility of such damages and even if the remedy fails of its essential purpose. 

Some states do not allow the exclusion of implied warranties or limitations of liability for incidental or consequential damages, which means that some of the above limitations may not apply. In these states, each party’s liability will be limited to the greatest extent permitted by law. 

“AS IS” and “AS AVAILABLE” Disclaimer

The service is provided to You “AS IS” and “AS AVAILABLE” and with all faults and defects without warranty of any kind. To maximum extent permitted under applicable law, the Company, on its own behalf and on behalf of its Affiliates and its and their respective licensors and service providers, expressly disclaims all warranties, whether express, implied, statutory or otherwise, with respect to the Service, including all implied warranties of merchantability, fitness for a particular purpose, title and non-infringement and warranties that may arise out of course of dealing, course of performance, usage or trade practice. Without limitation to the foregoing, the Company provides no warranty or undertaking, and makes no representation of any kind that the Service will meet Your requirements, achieve any intended results, be compatible or work with any other software, applications, systems or services, operate without interruption, meet any performance or reliability standards or be error free or that any errors or defects can or will be corrected.

Without limiting the foregoing, neither the Company nor any of the company’s provider makes any representation or warranty of any kind, express or implied: (i) as to the operation or availability of the Service, or the information, content, and materials or products included thereon; (ii) that the Service will be uninterrupted or error-free; (iii) as to the accuracy, reliability, or currency of any information or content provided through the Service; or (iv) that the Service, its servers, the content, or e-mails sent from or on behalf of the Company are free of viruses, scripts, trojan horses, worms, malware, timebombs or other harmful components. 

Some jurisdictions do not allow the exclusion of certain types of warranties or limitations on applicable statutory rights of a consumer, so some or all of the above exclusions and limitations may not apply to You. but in such a case the exclusions and limitations set forth in this section shall be applied to the greatest extent enforceable under applicable law.

Governing law

The laws of the country, excluding its conflicts of law rules, shall govern this Terms and Your use of the Service. Your use of the Application may also be subject to other local, national or international laws. 

Dispute Resolution

If you have any concern or dispute about the Service, you agree to first try to resolve the dispute informally by contacting the Company. At the Soccer Assist Academy this will be best received to the [email protected] email address.

Refund Policy 

We do not offer refundable transactions unless we could not enroll a student onto our course. Registration fees and the payment of Soccer Assist equipment are non refundable if the client chooses to drop out through their own means. 

Purchase Policy

All purchases will be completed via online bank transfer. No other means of payment will be accepted for payment of registration fees. 

For European Union Users

If you are a European Union consumer, you will benefit from any mandatory provisions of the law of the country in which you are resident in. 

Severability and Waiver 

Severability

If any provision of these Terms is held to be unenforceable or invalid, such provision will be changed and interpreted to accomplish the objectives of such provision to the greatest extent possible under applicable law and the remaining provisions will continue in full force and effect.

Waiver

Except as provided herein, the failure to exercise a right or to require performance of an obligation under these Terms shall not affect a party’s ability to exercise such right or require such performance at any time thereafter nor shall the waiver of a breach constitute a waiver of any subsequent breach. 

Athlete Terms and Conditions 

All athletes within the Soccer Assist Academy will be required to complete and sign a Athlete Terms and Conditions. This instructs and elaborates the Terms and Conditions of the Academy. Any offenses against these Terms and Conditions lead to punishment of Our discretion. 

Translation interpretation

These Terms and Conditions may have been translated if We have made them available to You on our service. You agree that the original English text shall prevail in case of a dispute.

Changes to These Terms and Conditions

We have the right, at Our sole discretion, to modify or replace these Terms at any time. If a revision is material We will make reasonable efforts to provide notice to any new terms taking effect. What constitutes a material change will be determined at Our sole discretion.

By continuing to access or use Our Service after those revisions become effective. You agree to be bound by the revised terms. If You do not agree to the new terms, in whole or in part, please stop using the website and the Service. 

Contact Us

If you have any questions about these Terms and Conditions, You can contact us:

Amended for COVID Procedures

Policy Statement 

Safeguarding children is the action we take to promote the welfare of all children and protect them from harm. 

Child Protection refers to the activity that is undertaken to protect specific children who are suffering or at risk of suffering harm. 

This policy applies to all Soccer staff, sessional workers, agency staff, contractors, or anyone working on behalf of Soccer Assist. 

Under the 1989 and the 2004 Children Acts a child or young person is anyone under the age of 18 years. 

Soccer Assist recognises that all children have a right to protection from abuse and neglect and WT accepts its responsibility to safeguard the welfare of all children with whom staff and tutors may come into contact. 

We intend to: 

  • Respond quickly and appropriately where information requests relating to child protection are made, abuse is suspected or allegations are made. 
  • Provide children and parents with the chance to raise concerns over their own care or the care of others. 
  • Have a system for dealing with, escalating and reviewing concerns. 
  • Remain aware of child protection procedures and maintain links with other bodies. 
  • Soccer Assist will ensure that all staff are trained to a level appropriate to their roles. New members of staff will receive induction training within 3 months of start date. 

 

Legal Framework 

This policy has been compiled with reference to the following key Legislation/Guidance: 

  • The Children Acts 1989 & 2004 
  • United nations Convention of the Rights of the Child (1991) 
  • Data Protection Act 2018 
  • Human Rights Act 1998 
  • The Education Act 2002 
  • Sexual Offences Act 2003 
  • The Childcare Act 2006
  • Safeguarding Vulnerable Groups Act 2006 
  • Safeguarding Children and Safer Recruitment in Education (DfE 2006) 
  • Childcare (Disqualification) Regulations 2009 
  • Children and Families Act 2014 
  • Working together to Safeguard Children (HM Government 2015) 
  • Special educational needs and disability (SEND) code of practice: 0 to 25 Years (HM Government 2015) 
  • Keeping Children safe in Education 

 

Basic principles 

  • The welfare of the child is paramount. 
  • It is the responsibility of all adults to safeguard and promote the welfare of children and young people. This responsibility extends to a duty of care for those adults employed, commissioned or contracted to work with children and young people. 
  • Soccer Assist must have safe recruitment practices including appropriate use of the disclosure and barring service and safe whistle blowing processes. 
  • Staff and coaches who work with children are responsible for their own actions and behaviour and should avoid any conduct which would lead any reasonable person to question their motivation and intentions. 
  • Staff and tutors should workhttps://www.aocsport.co.uk/privacy-policy/ and be seen to work, in an open and transparent way. 
  • The same professional standards should always be applied regardless of culture, disability, gender, age, language, racial origin, religious belief and/or sexual identity. 
  • Staff and coaches should continually monitor and review their practice and ensure they follow the guidance contained in this document and elsewhere.
  • Soccer Assist will ensure children and their families are able to share concerns and complaints and that there are mechanisms in place to ensure these are heard and acted upon. 

 

COVID Protocols and Safeguarding 

  • We acknowledge the requirement and responsibility for us to reinforce child protection procedures to avoid the risk of COVID19 transmission
  • Follow guidance given to us by the Government and adhere to any limitation or rules in place
  • Enforce social distancing and mask wearing around our facility whilst Government requires it
  • Any child protection concerns during the coronavirus pandemic should be reported to Our Designated Child Protection officer.

 

This includes but does not limit to concerns about

  • the children 
  • concerns about adults behaviour towards children (All staff and volunteers)
  • Third party COVID19 Safeguarding policies put into and enforced in our academy too. See SCL Education group for their updated Policy 
  • Provide the necessary care if a child is worried about anything regarding the Pandemic and provide them with the resources they need 
  • Recognise and raise concerns about children’s welfare if individual is at risk of COVID19 

 

Responsibilities 

Junior Osei-Tutu is the Designated Child Protection Officer. 

The Designated Child Protection Officer and Deputy Child Protection Officer are responsible for all aspects of the implementation and review of the children’s safeguarding procedure in this practice. 

The Soccer Assist Child Protection Number is: 07858991181

General Safeguarding 

Anti-Bullying Policy 

Our policies on anti-bullying and cyberbullying are set out in separate documents and are reviewed regularly. We expect staff and tutors to acknowledge that to allow or condone bullying, constitutes a lack of duty of care, which may lead to consideration under child protection procedures. 

Child Protection Policy 

Our policies on Child Protection are set out in separate documents and are reviewed regularly. 

Health and Safety

Our Health and Safety policy, set out in a separate document, is reviewed regularly. 

Lone Working Policy 

Our policies on Lone Working are set out in separate documents and are reviewed regularly. 

Physical Intervention Policy Our policy on physical intervention by staff is set out in a separate document (Behaviour Management and Anti bullying Policy) and is reviewed regularly. We acknowledge that staff and tutors must only ever use physical intervention as a last resort, and that at all times it must be the minimum force necessary to prevent injury to themselves, another person or property. Individual Risk Assessments are completed for particular pupils who have a higher likelihood of needing physical intervention and/or restraint. 

Radicalisation Policy 

Our policies on Radicalisation are set out in separate documents and are reviewed regularly. 

Safer Recruitment Policy 

Our policies on Safer Recruitment are set out in separate documents and are reviewed regularly. 

Self-harm Policy 

Our policies on Self-harm are set out in separate documents and are reviewed regularly. 

Whistle Blowing Policy 

Our policies on Whistleblowing are set out in separate documents and are reviewed regularly. 

Looked-After Children (LAC) 

Our Designated Child Protection Officer is responsible for Looked-After Children and ensure that appropriate staff have the information they need in relation to a child’s looked after legal status and contact arrangements with birth parents or those with parental responsibility. The Designated Child Protection Officer has information about the child’s care arrangements and the levels of authority delegated to the carer by the authority looking after him/her. The Designated Child Protection Officer has details of the Virtual School that looks after the child. 

Photography and Images 

To protect children we will:

  • Seek parental consent for photographs to be taken or published (for example on our website or in newspapers and/or publications) 
  • Only use Soccer Assist’ equipment 
  • Only take photos and videos of children to celebrate achievement 
  • Use only the child’s first name with an image 
  • Ensure that the children are appropriately dressed 
  • Encourage children to tell us if they are worried about any photographs that are taken of them 

Helpful Organisations: 

Advisory Centre for Education (ACE) – 020 7354 8321 

Bullying Online – www.bullying.co.uk 

Children’s Legal Centre – 0845 345 4345 

KIDSCAPE Parents Helpline (Mon-Fri, 10-4) – 0845 1 205 204 

NSPCC – 0808 800 5000 – www.nspcc.org.uk 

Parentline Plus – 0808 800 2222 

Youth Access – 020 8772 9900 Visit the 

Kidscape website – www.kidscape.org.uk, for further support, links and advice.

Last Updated: May 24, 2021

This Privacy Policy describes our policies and procedures on the collection, use and disclosure of Your information when You use the service and tells You about Your privacy rights and how the law protects You. We use Your personal data to provide and improve the service. By using the service, You agree to the collection and use of information in accordance with this Privacy Policy. 

Interpretation and Definitions 

Interpretations 

The words of which the initial letter is capitalized have meanings defined under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or in plural.

Definitions 

For the purposes of this Privacy Policy 

  • Account means a unique account created for You to access our service or parts of our service.
  • Company (referred to as either “the Company”, “We”, “Us”,”Our” in this agreement) refers to Soccer Assist LTD, 52 Farmborough, Netherfield, Milton Keynes, MK6 4HG 
  • Cookies are small files that are placed on Your computer, mobile device or any other device by a website, containing the details of Your browsing history on that website among its many uses 
  • Country refers to: United Kingdom
  • Device means any device that can access the Service such as a computer, a mobile phone, or a digital tablet 
  • Personal data is any information that relates to an identified or identifiable individual 
  • Service refers to the Website
  • Service Provider means any natural or legal person who processes the data on behalf of the Company. It refers to third-party companies or individuals employed by the Company to facilitate the Service, to provide the Service on behalf of the Company, to perform services related to the Service or to assist the Company in analyzing how the service is used 
  • Third-party Social Media Service refers to any website or any social network website through which a User can log in or create an account to use the Service 
  • Usage Data refers to data collected automatically, either generated by the use of the Service or from the Service infrastructure itself (for example, the duration of the visit.)
  • Website refers to Soccer Assist Academy, accessible from Soccer Assist Academy: Elite Football Academy Experience
  • You mean the individual accessing or using the Service, or the company, or other legal entity on behalf of which such individual is accessing or using the Service, as applicable. 

 

Collecting and Using Your Personal Data 

Types of Data Collected 

Personal Data

While using Our Service, We may ask You to provide Us with certain personally identifiable information that can be used to contact or identify You. Personally identifiable information may include, but is not limited to:

  • Email address
  • First name and last name 
  • Phone number 
  • Address, City, County, Post Code
  • Usage Data 

 

Usage Data 

Usage Data is collected automatically when using the service. 

Usage Data may include information such as Your Device’s Internet Protocol address (e.g., IP address), browser type, browser version, the pages of our Service that You visit, the time and date of Your visit, the time spent on those pages, unique device identifiers and other diagnostic data. 

When You access the Service by or through a mobile device, We may collect certain information automatically, including, but not limited to, the type of mobile device You use, Your mobile device unique ID, the IP address of Your mobile device, Your mobile operating system, the type of mobile Internet browser You use, unique device identifiers and other diagnostic information.

Information from Third-Party Social Media Services

The Company allows You to create an account and log in to use the Service through the following Third-party Social Media Services:

  • Google
  • Facebook
  • Twitter 

If You decide to register through or otherwise grant us access to a Third-Party Social Media Service, We may collect Personal data that is already associated with Your Third-Party Social Media Service’s account, such as Your name, Your email address, Your activities or Your contact list associated with that account. 

You may also have the option of sharing additional information with the Company through Your Third-Party Social Media Service’s account. If You choose to provide such information and Personal Data, during registration or otherwise, You are giving the Company permission to use, share, and store it in a manner consistent with this Privacy Policy 

Tracking Technologies and Cookies 

We use Cookies and similar tracking technologies to track the activity on Our Service and store certain information. Tracking technologies used are beacons, tags, and scripts to collect and track information and to improve and analyze Our Service. The technologies We use may include:

  • Cookies or Browser Cookies. A cookie is a small file placed on Your Device. You can instruct Your browser to refuse all Cookies or to indicate when a Cookie is being sent. However, if You do not accept Cookies, You may not be able to use some parts of our Service. Unless you have adjusted Your browser settings so that it will refuse Cookies, our Service may use Cookies
  • Flash Cookies. Certain features of our Service may use local stored objects (or Flash Cookies) to collect and store information about Your preferences or Your activity on our service. Flash Cookies are not managed by the same browser settings as those used for Browser Cookies. 
  • Web Beacons. Certain sections of our Service and our emails may contain small electronic files known as web beacons (also referred to as clear gifs, pixel tags, and single-pixel gifs) that permit the Company, for example, to count users who have visited those pages or opened an email and for other related website statistics (for example, recording the popularity of a certain section and verifying system and server integrity).

Cookies can be “Persistent” or “Session” Cookies. Persistent Cookies remain on Your personal computer or mobile device when You go offline, while Session Cookies are deleted as soon as You close Your web browser. 

We use both session and persistent cookies for the purposes set out below:

  • Necessary/ Essential Cookies 

Type: Session Cookies

Administered by: Us

Purpose: These Cookies are essential to provide You with services available through the Website and to enable You to use some of its features. They help to authenticate users and prevent fraudulent use of user accounts. Without these Cookies, the services that You have asked for cannot be provided, and We only use these Cookies to provide You with those services.

  • Cookies Policy/ Notice Acceptance Cookies 

Type: Persistent Cookies

Administered by: Us 

Purpose: These Cookies identify if users have accepted the use of cookies on the website

  • Functionality Cookies 

Type: Persistent Cookies

Administered by: Us

Purpose: These Cookies allow us to remember choices You make when you use the Website, such as remembering your login details or language preference. The Purpose of these cookies is to Provide You with a more personal experience and to avoid You having to re-enter your preferences every time You use the Website.

For more information about the cookies we use and your choices regarding cookies, please visit our Cookies Policy or the Cookies section of our Privacy Policy. 

Use of Your Personal Data 

The Company may use Personal Data for the following purposes:

  • To provide and maintain our Service, including to monitor the usage of our Service
  • To manage Your account: to manage Your registration as a user of the Service. The Personal Data You provide can give You access to the different functionalities of the Service that are available to You as a registered user. 
  • For the performance of a contract: the development, compliance, and undertaking of the purchase contract for the products, items or services You have purchased or of any other contract with Us through the Service.
  • To contact You: to contact You by email, telephone, SMS, or other equivalent forms of electronic communication, such as a mobile application’s push notifications regarding updates or informative communications related to the functionalities, products or contracted services, including the security updates, when necessary or reasonable for their implementation. 
  • To provide You with news, special offers and general information about other goods, services and events which we offer that are similar to those that you have already purchased or enquired about unless You have opted out to receive such information
  • To manage Your requests: To attend and manage Your requests to Us.
  • For business transfers: We may use Your information to evaluate or conduct a merger, divestiture, restructuring, reorganization, dissolution, or other sale or transfer of some or all of Our assets, whether as a going concern or as part of bankruptcy,liquidation, or similar proceeding, in which Personal Data held by Us about our Service users is among the assets transferred 
  • For other purposes: We may use Your information for other purposes, such as data analysis, identifying usage trends, determining the effectiveness of our promotional campaigns and to evaluate and improve our Service, products, services, marketing and your experience.

 

We may share Your personal information in the following situations: 

  • With Service Providers: We may share Your personal information with Service Providers to monitor and analyze the use of our Service, to contact You.
  • For Business transfers: We may share or transfer Your personal information in connection with, or during negotiations of, any merger, sale of Company assets, financing, or acquisition of all or a portion of Our business to another company. 
  • With Affiliates: We may share Your information with Our affiliates, in which case we will require those affiliates to honor this Privacy Policy. Affiliates include Our parent company and any other subsidiaries, joint venture partners or other companies that We control or that are under common control with Us. 
  • With business partners: We may share Your information with Our business partners to offer You certain products, services or promotions.
  • With other Users: When You share personal information or otherwise interact in the public areas with other users, such information may be viewed by all users and may be publicly distributed outside. If You interact with other users or register through a Third-Party Social Media service may see Your name, profile, pictures, and description of Your activity. Similarly, other users will be able to view descriptions of Your activity, communicate with You and view Your profile
  • With Your consent: We may disclose Your personal information for any other purpose with Your consent. 

 

Retention of Your Personal Data 

The Company will retain Your Personal Data only for as long as is necessary for the purposes set out in this Privacy Policy. We will retain and use Your Personal Data to the extent necessary to comply with our legal obligations (for example, if we are required to retain your data to comply with applicable laws), resolve disputes, and enforce our legal agreements and policies. 

The Company will also retain Usage Data for internal analysis purposes. Usage Data is generally retained for a shorter period of time, except when this data is used to strengthen the security or to improve the functionality of Our Service, or We are legally obligated to retain this data for longer time periods. 

Transfer of Your Personal Data 

Your information, including Personal Data, is processed at the Company’s operating offices and in any other places where the parties involved in the processing are located. It means that this information may be transferred to – and maintained on – computers located outside of Your city, county, country or other governmental jurisdiction where the data protection laws may differ than those from Your jurisdiction.

Your consent to this Privacy Policy followed by Your submission of such information represents Your agreement to that transfer. 

The Company will take all steps reasonably necessary to ensure that Your data is treated securely and in accordance with this Privacy Policy and no transfer of Your Personal Data will take place to an organization or a country unless there are adequate controls in place including the security of Your data and other personal information. 

Disclosure of Your Personal Data 

Business Transactions 

If the Company is involved in a meger, acquisition or asset sale, Your Personal Data may be transferred. We will provide notice before Your Personal Data is transferred and becomes subject to a different Privacy Policy.

Law Enforcement

Under certain circumstances, the Company may be required to disclose Your Personal Data if required to do so by law or in response to valid requests by public authorities (e.g., a court or government agency).

Other Legal requirements 

The Company may disclose Your Personal Data in the good faith belief that such an action is necessary to:

  • Comply with a legal obligation
  • Protect and defend the rights or property of the Company 
  • Prevent or investigate possible wrongdoing in connection with the Service 
  • Protect the Personal safety of Users of the Service or the public
  • Protect against legal liability.

 

Security of Your Personal Data

The security of Your Personal Data is important to Us, but remember that no method of transmission over the Internet, or method of electronic storage is 100% secure. While We strive to use commercially acceptable means to protect Your Personal Data, We cannot guarantee its absolute security. 

Children’s Privacy

Our Service does not address anyone under the age of 13. We do not knowingly collect personally identifiable information from anyone under the age of 13. If You are a parent or guardian and You are aware that Your child has provided Us with Personal Data, please contact Us. If We become aware that We have collected Personal Data from anyone under the age of 13 without verification of parental consent, We take steps to remove that information from Our servers. 

If We need to rely on consent as a legal basis for processing Your information and Your country requires consent from a parent, We may require Your Parent’s consent before We collect and use that information.

Links to other Websites 

Our service may contain links to other websites that are not operated by Us. If You click on a third party link, You will be directed to that third party site. We strongly advise You to review the Privacy Policy of every site You visit. 

We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services. 

Changes to this Privacy Policy 

We may update Our Privacy Policy from time to time. We will notify You of any changes by posting the new Privacy Policy on this page.

We will let You know via email and/or a prominent notice on Our Service, prior to the change becoming effective and update the “Last Updated” date at the top of this Privacy Policy. 

You are advised to review this Privacy Policy Periodically for any changes. Changes to this Privacy Policy are effective when they are posted on this page. 

Contact Us

If you have any questions about this Privacy Policy, you can contact us:

I ________________________________ accept the formal offer I have received for study on the Sports Education Course starting in September 2021*.

I accept that 100% attendance is required at all times unless formally excused.

I accept that all academic study deadlines must be met on all occasions.

I accept that hard work, application and dedication is expected of me in all of my lessons, training sessions, matches and coaching sessions throughout my time on the Sports Education Course.

I accept that as a student-athlete I will be a positive role model to all other students and players at the Soccer Assist Academy.

I accept that I will follow the high standards of behaviour set.

I accept that if I fail to comply with the high standards set by staff at the Soccer Assist Academy my place will be withdrawn.

I accept Soccer Assist may from time to time use my name and/or image for promotional purposes.

I accept that this contract commits me to the Sports Education Course starting in September 2021* for one year, with the opportunity to complete a second year should I show the appropriate level of work, commitment and development to progress.

* date to change each year

Last updated: 25 May, 2021

Soccer Assist Academy  will not tolerate behaviour in the form of discrimination, victimisation, harassment or bullying. Legislation and associated regulations exist to protect employees, and there are a number of policies and procedures in place to support the legislation.

Soccer Assist Academy  is committed to the promotion of equality of opportunity for all and values the diversity of its students, staff and other stakeholders. The purpose of this policy is to provide equal opportunities to all who learn and work for and with Soccer Assist Academy  irrespective of gender, race (including colour, nationality, ethnic and national origins), disability, age, sexual orientation, religion and belief, including political belief (or lack of religion or belief), gender reassignment, marriage and civil partnership and pregnancy and maternity. These are known as protected characteristics in employment law.

Soccer Assist Academy is also committed to ensuring equal treatment for all staff regardless of the type of contract they are employed on e.g. fixed-term or part-time.

Soccer Assist Academy opposes all forms of unlawful and unfair discrimination (forms of discrimination are outlined in Appendix A).

Soccer Assist Academy  will also give due regard and consideration to spiritual, moral, social and cultural values or beliefs of both staff and students in so far as these do not contravene either Soccer Assist Academy Policy or any legislation and to actively support decision making and personal choices which are made free from oppression, coercion or fear.

Soccer Assist Academy will work with all stakeholders to seek positively to remove conditions and barriers which place people at a disadvantage and promote community harmony and social cohesion by actively promoting equality for all and celebrating diversity.

All of Soccer Assist Academy  students and members of staff will be helped and encouraged to develop their full potential within an ethos which recognises and values the benefits that a diverse workforce supporting a diverse student body can bring to both the local and wider community.

This policy has been prepared taking account of prevailing legislation and new legislative requirements and follows effective practice by enabling Soccer Assist Academy  to demonstrate that all Equality and Diversity practices are fair, equitable and transparent. Accordingly, the policy has been subject to an Equality Impact Assessment and is suitable for publication under the Freedom of Information Act.

Scope

This policy applies to all students and staff, wherever they learn or work and operates within the framework of Soccer Assist Academy  mission, vision and values. This includes temporary workers or organisations working in partnership withSoccer Assist Academy where contractual arrangements are put in place.

The policy will be implemented within the framework of the Equality Act 2010 and will include the extended protections for carers and disabled people. The Equality Act supersedes all previous Equality legislation including:

  • Equal Pay Act 1970 ( Equal Value Amendment 1984)
  • Sex Discrimination Act 1975 (Gender Reassignment Regulations 1999) & (Indirect Discrimination & Burden of Proof Regulations 2001)
  • Race Relations Act 1976 ( Race Relations Amendment Act 2000)
  • Disability Discrimination Act 1995 & DDA (Amendment) 2005

 

Access

All key materials used to market learning and employment opportunities will explicitly convey our positive attitude to Equality and Diversity. Means of distribution will be kept under review to ensure information reaches those who do not traditionally respond to learning or employment opportunities available within Soccer Assist Academy .

Guidance and admissions procedures will be clear, transparent and free from unfair discrimination. All appropriately qualified applicants will be given equal consideration during the selection process and entry qualifications will only include those that are necessary and justifiable.

Efforts will be made to ensure that any kind of gender stereotyping within the Curriculum is challenged, for example, ensuring that female students are encouraged and supported to enrol into courses which are more commonly associated with male students and male students are equally encouraged and supported to enrol into courses more commonly associated with female students.

Enrolments of International Students will be carried out in accordance with the requirements of the UK Border Agency and within associated legal frameworks.

Effective plans will be in place to make the learning environment safe, welcoming and accessible for all groups of students, employees and other users in terms of timing and location of provision, physical access, amenities and services, including off campus activities.

What is Diversity?

Diversity encompasses a multitude of areas such as gender, race, disability, physical ability, mental capacity, education, sexual orientation, religious beliefs, values, age, personality, experiences, culture and the way each area approaches work. This list is not exhaustive. Embracing diversity means acknowledging, understanding, and appreciating the differences between individuals and developing a workplace that enhances their value. By being flexible in our approaches it is then possible to achieve a rewarding environment.

The Benefits of Diversity Management

A diverse workforce can offer a wide range of resources, skills, ideas and energy to the organisation. Organisations that embrace diversity reap the benefits of resourcing from a wider pool of talent, broaden their markets, improve productivity and raise the community profile.

Diversity management can benefit an organisation in a number of ways, such as:

  • Improve opportunities within the organisation through internal promotion;
  • Utilise the knowledge of different areas of the community;
  • Understand market segments and student behaviour;
  • Become an employer of choice;
  • Have a more representative ‘balanced’ workforce;
  • Value and respect employees, attracting/ and retaining a wider talent pool.

 

The Difference between Diversity and Equality

Diversity and equal opportunities are often regarded as the same thing. However, there are differences. Valuing diversity is about seeing everyone as individuals, valuing the abilities and skills they can bring to an organisation.

It is not about seeing people first and foremost in terms of the membership of a particular group. Equality of regard for people is about emphasising inclusiveness, openness and fairness, offering a positive outlook on the many differences, as well as similarities that can affect how people interact and perform with each other in the workplace. Diversity is about respecting differences within minority groups and not expecting everyone to conform to the ways of majority groups.

Widening diversity is something that is initiated internally, where a culture for diversity has developed over time. Equal opportunities are usually prompted by external factors such as legislation and codes of practice.

Managing diversity is concerned with improving quality within an organisation, with a focus on qualitative issues and good practice, whereas equal opportunities focus on improving numbers. This might include increasing the number of women in management positions, or increasing the number of ethnic minorities or raising the age profile.

Valuing people, and their many diverse qualities, enhances employee potential, therefore enhancing the services that an organisation can provide. Equal opportunities aims to ensure that no group receives less favourable treatment because of their differences, ensuring all people are treated equally. This is about adapting to individual needs rather than treating everyone the same.

Diversity focuses on being proactive and finding opportunities to enhance an organisation, a service or a programme. Equal Opportunities is reactive and will focus on existing problems while trying to redress the balance.

A diverse culture is something that can develop with support but an equal opportunities culture is socially constructed by specific measures being put into place. Managing diversity encourages people to reflect on and change their own practices and systems, resulting in a diverse culture.

Diversity at work is not only concerned with keeping within the confines of the law, but would also gradually seek to educate every staff member so that discrimination would become a thing of the past.

Discrimination

Direct discrimination will occur where in like for like circumstances, a person is treated, or would have been treated, less favourably than others on the grounds of race, gender, sexual orientation, religion or belief, age or personal characteristics.

Indirect Discrimination

Indirect discrimination occurs when an employer applies a provision, criterion or practice to everyone that puts, or would put, a group of people at a particular disadvantage compared to others. Furthermore, the individual complainant can show that he or she suffered that disadvantage compared to others.

Furthermore, the individual complainant can show that he or she suffered that disadvantage and the employer cannot show the provision, criterion or practice to be a proportionate means of achieving a legitimate aim (within the limits of what is needed to achieve the business objective). This definition covers formal requirements, conditions and provisions, as well as informal practices. An example of indirect discrimination would be a requirement for all staff to be clean shaven. In this example, the same requirement is applied equally to all staff, but would particularly disadvantage those of a particular faith.

Curriculum

A diverse portfolio of relevant programmes will be offered which are responsive to student needs and enable students to study at an appropriate level with good opportunities for success and progression. Progression routes will be clearly published and advice given impartially. A range of delivery locations and methods inclusive by design will be used to minimise barriers to learning.

Inclusive learning practices including teaching students strategies for effective learning behaviours, perseverance, growth mindset and social skills; diverse and inclusive teaching and learning materials; evidence-based teaching and learning strategies which have high effect sizes with regard to student achievement such as providing effective formative feedback, reciprocal teaching and problem-solving teaching as well as differentiation of teaching and formative assessment based on catering for individual student needs whilst challenging each student appropriately with stretch targets enabling ambitious learning progress.

Learning materials which are free from bias, which celebrate diversity and challenge stereotyping will be used throughout the curriculum. If discriminatory material is used to support a teaching point, students should be challenged to think critically about the resource and if they don’t conclude so themselves, the discriminatory nature of the resource should be pointed out by the member of staff using the material.

Opportunities to promote Equality and Diversity, wherever possible and appropriate, should be capitalised upon by all members of staff. This will require students to be able to think critically about equality & equity, human and earth rights, ethical thinking, decision-taking and behaviour as well as diversity.

Provision of additional learning support tailored to individual needs is provided to all who require it and are eligible to support access, success and progression. Support mechanisms will be in place to catch students who may academically fail in order to help them succeed.

Soccer Assist Academy  robust Safeguarding Policy will be communicated to and adhered to all staff at all times. Staff and student safety and wellbeing is of paramount importance and all instances of raised concerns will be documented and discussed with the directors of the academy.

With equal opportunities in the workplace promoted and monitored for work-based students and staff with work placements being assessed and monitored to ensure equality practices are being consistently operated.

Employment and Professional Development

Equality of opportunity exists for all staff and for recruitment purposes this extends to include potential employees. Equality of opportunity is also applied to career promotion opportunities where individuals meet the minimum criteria as well as access to Continued Professional Development (CPD) and other training opportunities. Soccer Assist Academy  commitment to non-discriminatory process of recruitment and selection is outlined in the Equal Opportunities Policy.

Workforce Data in relation to HR & Professional Development including recruitment and selection, staff training and staff promotion will be reviewed annually by the  Director of Soccer Assist Academy 

All Soccer Assist Academy staff (regardless of their type of contract, hours of work or any other protected characteristic listed in Section 1.1) have equal access to career progression and development opportunities which are available at Soccer Assist Academy 

Soccer Assist Academy takes account of the changing needs of individual members of staff and will implement reasonable adjustments, where this is required in accordance with advice from the Occupational Health Service e.g. someone who is or who becomes disabled during their employment.

The director of Soccer Assist Academy  plans to ensure that Equality Impact Assessments (EIAs) are carried out on all policies and procedures, recruitment and selection documentation and all consultation papers, where proposals have either a direct or indirect impact on staff.

Genuine Occupational Requirement (GOR)

In very limited circumstances it will be lawful for an employer to treat people differently if it is a GOR.

Where there is a genuine requirement for a particular type of person to do a particular job, the employee must be able to justify a sound business reason for this.

This may occur if it is necessary that, for example, an individual of a particular religion is required to do a job.

Victimisation

Victimisation will occur where a person is treated less favourably because he or she carried out a ‘protected act’, i.e. has alleged that discrimination or harassment has taken place; has presented a claim to an employment tribunal; or has acted as a witness in a discrimination or harassment case.

Protection against victimisation will not apply if allegations are false and not made in good faith.

Harassment and Bullying

Any form of bullying, harassment or victimisation discrimination within Soccer Assist Academy  is unacceptable and should be challenged by staff. In a teaching context, where appropriate, this should also be used as an opportunity for wider learning.

Harassment and bullying are defined in many ways. For instance, unwanted remarks, inappropriate jokes or ridicule, unwelcome physical contact, suggestions or demands for sexual favours, racial shunning or segregation.

In general terms, behaviour which affects the recipient’s dignity, relating to age, gender, race, nationality, disability, religion, sexual orientation or any personal characteristic of the individual. This can include an isolated incident or a series of incidents.

Unacceptable behaviour might include the spreading of malicious rumours; insulting an individual; circulating emails or memoranda containing critical confidential information; picking on someone; setting up an individual to fail; victimisation; unfair treatment; circulating offensive material; constantly undermining and criticising a competent worker; or preventing promotional opportunities.

Sexual harassment is unlawful under the Sex Discrimination Act. This constitutes unwanted behaviour of a sexual nature, or other behaviour with a sexual reference, which affects the dignity of men and women at work.

Racial harassment is unlawful under the Race Relations Act. This constitutes unwanted behaviour of a racial nature, or other behaviour based on racial grounds, which affects the dignity of men and women at work.

Harassment on the grounds of religion or belief, or sexual orientation, is where unwanted conduct causes a violation of one’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Any allegations will be dealt with sensitively and investigated fairly and thoroughly. Disciplinary action may be taken when necessary.

Relevant Legislation

The following are the main Acts and Regulations relevant to this policy. The list is not exhaustive.

Disability

The Equality Act, 2010, makes it unlawful for employers to discriminate against a prospective or current member of staff on grounds of disability. Under Section 20 of the Equality Act (2010) it is upheld as a duty for the employer to make reasonable adjustments, so that a person with a disability is not disadvantaged. This means that it is unlawful for employers to treat a person or person with a disability less proportionately than those who are not disabled without a good reason.

A reference to a disabled person is a reference to a person who has a disability, under the Act (2010), stating that a person has a disability if:

  • The Person has a physical or mental impairment;
  • The impairment has a substantial and long-term adverse effect on the person’s ability to carry out normal day-to-day activities

 

Race

Race Relations Act 1976 (RRA) defines racial grounds as meaning colour, race, nationality or ethnic origins.

Direct discrimination occurs when a person is treated less favourably than another person who is not of the same racial group.

The Commission for Racial Equality (CRE) have issued a Codes of Practice for the purpose of eliminating discrimination employment.

Race Relations (Amendment) Act 2000

The RR (A) Act (2000) placed certain requirements on public sector bodies (such as colleges, government departments, local authorities, the police and NHS), and these requirements came into force in May 2002. The general duty is to pay due regard, when carrying out functions, to eliminate unlawful discrimination, and promote equal opportunities and good relations between persons of different racial groups.

Under the Race Relations Act 1976 (RRA), public Authorities, including further and higher education institutions, have a statutory general duty to promote race equality. The duty is made up of three distinct parts:

  • To work to eliminate unlawful racial discrimination
  • To promote equality of opportunity
  • To promote good race relations

 

Sex Discrimination

The Sex Discrimination Act 1975 (SDA) forbids discrimination directly or indirectly against a person on the grounds of sex or marital status.

Direct sex discrimination is when a person is treated less favourably on account of their sex in relation to issues such as recruitment, selection, training, promotion and selection for redundancy.

Indirect discrimination is when an employer imposes a requirement or condition which fewer persons of one sex can fulfil.

In exceptional circumstances there may be a GOR.

Employment Equality (Sex Discrimination) Regulations 2005 introduced a new definition of indirect discrimination in employment matters prohibiting harassment and sexual harassment in employment and making it clear that less favourable treatment of women on grounds of pregnancy or maternity leave is unlawful sex discrimination.

Gender Reassignment

The Sex Discrimination Act was extended in 1999 to make it unlawful to discriminate in employment on the grounds of an employee intending to, undergoing, or having undergone gender reassignment.

If it is known to the employer it is good practice to ask individuals how they wish to be treated.

Human Rights

The Human Rights Act 1998 incorporates a substantial part of the European Convention for the Protection of Human Rights and Fundamental Freedoms. The articles of convention which could have an impact on employment law in the United Kingdom are:

  • Article 8: The right to respect for private and family life;
  • Article 9: Freedom of thought, conscience and religion;
  • Article 10: Freedom of expression;
  • Article 11: Freedom of assembly and association.

It is important to be aware of and not to breach the Human Rights of individuals as this also can result in tribunal proceedings.

Equal Pay

The Equal Pay Act 1970 states that if a person, male or female, is doing ‘like work’ of equal value compared to a person of the opposite sex in the same employment, they are entitled equal pay.

This Act does not permit claims for equal pay with other people of the same gender, or between different employers.

The Equal Pay (Questions and Replies) Order 2003 allows people to question their employer on matters they understand to be discriminatory on the grounds of gender, race and disability. A questionnaire can be submitted requesting information from the employer in order to establish if a person is receiving equal pay. This questionnaire can be submitted as evidence to a tribunal. Employers are required to answer the questionnaire.

However, there may be times when some of the information requested may impinge on what is protected by the Data Protection Act. This can also result in tribunal proceedings.

Sexual Orientation

The Employment Equality (Sexual Orientation) Regulations 2003 cover discrimination in the workplace such as job applicants and those already in employment.

Discrimination is prohibited in the arrangements made by an employer when determining who should be offered employment opportunities, promotion, training and protection from dismissal.

This includes discrimination towards someone with orientation towards the same gender (lesbian or gay men), opposite gender (heterosexual) or both genders (bisexual).

There can be no justification for direct or indirect discrimination unless in very exceptional circumstances a GOR applies.

Care should be taken when considering social gatherings within the workplace. For example, invitations should be carefully worded so they are free of bias.

Religion or Belief

The Employment Equality (Religion or Belief) Regulations (2003) are designed to protect those who suffer discrimination on the grounds of religion, religious belief or similar philosophical belief. The Regulations will make it unlawful to discriminate on matters of employment against ‘workers’, which includes employees and contractors. This means it is unlawful for employers to discriminate in relation to recruitment and selection, employee terms and conditions, promotion, transfers, dismissals and training.

People who hold no religious belief are also protected as the regulations do not require the complainant to have a religion or belief.

There can be no justification for direct or indirect discrimination unless in very exceptional circumstances a GOR applies.

Religious Observance

Soccer Assist Academy  provides and advises on apparel products to represent the organisation during working hours. However, as an organisation, no dress code on staff is imposed at an impact detrimental to religion and/or beliefs. There are some requirements as listed below:

Health and safety requirements may mean that for certain tasks specific items of clothing such as sports kits, overalls, protective clothing, etc. need to be worn. Where wearing such items conflicts with a religion or belief, the issue will be sympathetically considered by the line manager, with the aim of finding a satisfactory but safe compromise.

Dress should conform to the current majority view in our society of what constitutes decency.

Wearing clothing with slogans which are considered discriminatory is not permitted.

Religious activities during work time

All staff, regardless of their religious belief or non-belief, are required to work in accordance with their contract.

Soccer Assist Academy  will, however, treat sympathetic requests from staff who require flexibility over how the hours are worked. This may relate for example, to staff who need to pray at certain times of the day, or who may require an extra hour at midday on a Friday.

Special Festivals

Soccer Assist Academy  acknowledges that owing to current bank and public holidays those of Christian faith are guaranteed time off at Christmas and Easter. In the interest of equality Soccer Assist Academy  will support and consider favourably requests from those of other religions to book up to three days of their holiday entitlement to enable them to celebrate their own special religious festival(s).

Extended Leave

Requests for extended leave for the purpose of pilgrimages, or visiting relatives abroad for weddings, birth or deaths will be treated sympathetically. The needs of the Organisation, and extra burden placed on other staff, will be taken into account when considering extended leave requests. If extended leave extends beyond the annual leave entitlement, the granting of any excess days will be on unpaid basis.

Age

The Employment Equality (Age) Regulations 2006.

These regulations apply to all people who apply for work. In addition they will cover access to vocational training, professional associations, employers’ organisations, etc.

The Age Regulations will prohibit direct and indirect age discrimination, harassment and victimisation.

One of the main requirements is to abolish employer’s mandatory retirement age below age 65, unless employers can objectively justify such a retirement age.

The Rehabilitation of Offenders

People with criminal records are protected by the Rehabilitation of Offenders Act 1974, which makes it unlawful for an employee to take account of (or be informed of) a person’s previous offending history once the conviction has become ‘spent’. However, some sentences cannot be spent, and others may be ‘spent’ but still have to be declared when the individual is applying to work with Soccer Assist Academy  in a capacity that will mean that they will be in contact with children and young adults.

Since the introduction of the Disclosure Barring Service (DBS) Record, employees and applicants in sensitive jobs have to give consent to a search being made for details of any previous or current convictions and for employers to be advised of the outcome.

The Disclosure service provides a means to carry out checks through DBS on staff or applicants and allows for decisions to be made about recruiting staff who have a criminal record.

Applicants are offered equal opportunities when going through the recruitment process. They are informed at the outset that they have the opportunity to discuss criminal convictions, ‘spent’ or ‘unspent’, in confidence with the director of the academy. 

All posts atSoccer Assist Academy  fall into the category where they require either a Standard or Enhanced Disclosure check as set out within our DBS Policy. Therefore, anyone who applies to work at Soccer Assist Academy will be expected to declare any convictions ‘spent’ or ‘unspent’ and will be subject to consideration of suitability for appointment in accordance with our policies and procedures.

Data Protection

When collecting, storing and analysing data, a full account must be taken of the Data Protection Act 1998. Therefore it is imperative to ensure that personal data collected is used appropriately in accordance with the Act. Our General Data Protection Regulation Policy (GDPR) outlines all policy and processes.

Work Life Balance

The Employment Relations Act 1999 and the subsequent Employment Act 2002 (which introduced new changes to the former), allow for greater flexibility in the workplace.

Maternity (if applicable)

Soccer Assist Academy  administers not only a statutory maternity scheme but also an occupational maternity scheme.

Paternity Leave (if applicable)

To be entitled, you must have worked forSoccer Assist Academy  for 26 weeks or more by the 15th week before the child is expected to be born. You will be eligible for 2 weeks in a 1 or 2 weeks block at any one time. The entitlement to pay is 2 weeks’ full pay if you meet the requirements.

Adoption Leave

There is no length of service requirement for staff to be entitled to adoption leave.

Recruitment and Selection

Soccer Assist Academy  has a Safer Staff Recruitment Policy which sets out the procedure to be followed. Vacant posts are advertised in a number of ways to attract a wide variety of applicants.

Monitoring and Reviewing

The effectiveness of this policy will be reviewed through:

  • Regular analysis of student participation, retention, achievement, success and progression.
  • Regular analysis of the staffing profile in relation to recruitment, staff turnover, retention and levels of responsibility.
  • Regular analysis of access to professional development opportunities and to promotion for staff in minority groups.
  • Self-assessment and quality improvement structures for all curriculum and service areas.

 

Management Responsibilities

The Director of Soccer Assist Academy will take responsibility for ensuring that the principles outlined in this policy will be integrated throughout their strategic and operational decision making process.

The Director and other senior members will monitor their performance against the standards set out in this policy and according to the relevant legislation. They will set agreed annual targets for improvement, which will be monitored by the Directors.

The Director of Soccer Assist Academy  will ensure that staff employed by Soccer Assist Academy  have access to regular mandatory training opportunities to ensure that they understand the principles implicit within this policy and the relevant legislation.

Breaches of the policy by staff or students will be regarded as misconduct and in some cases gross misconduct and therefore could potentially lead to disciplinary action.

Appendices

Appendix A: Definitions of Discrimination

Discrimination can occur either directly or indirectly. Direct discrimination cannot be legally justified and individuals can be held personally liable by tribunals and/or other UK/EU courts.

Direct Discrimination occurs when a person is treated less favourably than others would be treated in the same circumstances on the grounds of having a protected characteristic.

Indirect Discrimination occurs when applying a provision, criterion or practice which puts someone from a particular group having one or more protected characteristics at a particular disadvantage. Indirect discrimination may only be justified in exceptional circumstances if it can be shown that the action was reasonable in managing the business or organisation, i.e. that it is “a proportionate means of achieving a legitimate aim”. A legitimate aim might be any lawful decision made in running the business or organisation, but if there is a discriminatory effect, the sole aim of e.g. reducing costs is likely to be deemed unlawful. In this context, being proportionate means being fair and reasonable, including showing e.g. that ‘less discriminatory’ alternatives to any decision made have been considered, documented and recorded.

Discrimination by Association is direct discrimination against someone because they associate with another person who possesses one or more protected characteristic. For example, disability discrimination against someone who is a carer of a disabled dependant.

Discrimination Linked to a Perceived Characteristic is direct discrimination against an individual because of a belief that they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic, for example, discrimination against someone because they are thought to be gay but are not.

Harassment is defined as being “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”. Employees are able to complain of behaviour that they find offensive, even if it is not directed at them and the complainant need not possess the relevant characteristic themselves.

Victimisation takes place where one person treats another less favourably because he or she has asserted their legal rights in line with the Equality Act (2010) or helped someone else to do so. This includes making a complaint, taking legal action, providing evidence related to proceedings or alleging that discrimination has taken place. Victimisation may occur if, for example, a student alleges that they have encountered racism from a tutor, and as a result they are ignored by other staff members. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.

Genuine Occupational Requirements – Under current legislation, certain jobs/roles may be restricted to a particular characteristic if the characteristic is a “genuine occupational requirement” (GOR) for the job, or for the context within which it is carried out. However, the circumstances in which this applies are very limited and would be exceptional at Soccer Assist Academy .

Location and Access to this Policy.

This policy will be accessible through contacting Soccer Assist Academy  via: 

[email protected] 

Last Updated; 25 May, 2021

This website is operated by Soccer Assist Academy. The privacy of our users is extremely important to us and therefore we encourage all users to read this policy very carefully because it contains important information regarding:

  • Who we are:
  • How and why we collect, store, use and share personal information;
  • Your rights in relation to your personal information; and 
  • How to contact us and supervisory authorities in the event that you have a complaint 

 

Who we are

Soccer Assist Academy (“We” or “Us”) collect, use, and are responsible for storing certain personal information about you. When we do so, we are regulated under the General Data Protection Regulation which apply across the European Union (including the United Kingdom) and we are responsible as a ‘controller’ of that personal information for the purposes of those laws. 

The personal information we collect and use 

Personal information you provide to us 

We collect the following personal information that you provide to us:

Name, address, Email address. Telephone Number, Age, Academic information, Football History

Some examples of when we collect this information include: 

When registering for an account or when signing up for the academy,

Personal information from other sources

We may receive information about you from other sources. This information includes: 

Social Media, Fresh Works, Type Form, HM Revenue and Customs, Companies house

We will add this information we hold about you for the following purposes:

To improve and personalize our services

To manage your account

For the performance of a contract

To Contact you

To provide you with news, special offers and general information

To manage your requests

For Business transfers 

Sensitive personal information

Sensitive personal information includes any information which relates to the following:

  • Your genetic data;
  • Your biometric data;
  • Your ethnic origin; 
  • Your political opinions;
  • Your religious beliefs;
  • Whether you belong to a trade union;
  • Your physical or mental health or condition;
  • Your sexual orientation; and
  • Whether you have committed a criminal offence

We may request that you provide sensitive information, but if we do, we will in every instance explain why we are requesting it and how we intend to use it. We will only collect your sensitive personal information with your explicitly consent.

Some examples of when we may request sensitive personal information include: 

When registering for Academy services

Personal information you provide about third parties

If you give us information about another person, you confirm that the other person has appointed you to act on their behalf and agreed that you; 

  • Shall consent on their behalf to the processing of their personal data;
  • Shall receive any data protection notices on their behalf to the transfer of their personal data abroad; and
  • Shall consent on their behalf to the processing of their sensitive personal data 

 

Monitoring and recording communications 

We may monitor communications such as emails and telephone calls for the following purposes:

  • Quality assurance
  • Fraud prevention
  • Compliance
  • Training purposes 

 

Cookies and similar technologies 

A cookie is a small text file which is placed onto your computer or electronic device when you access our website. Similar technologies include web beacons, action tags, local shared objects (‘flash cookies’) and single-pixel gifs. Such technologies can be used to track users actions and activities, and to store information about them. We use these cookies and/or similar technologies on this website.

In addition it should be noted that in some cases our cookies or similar technologies may be owned and controlled by third parties who will also collect personal information about you.

The following examples illustrate how we may use cookies to monitor and or/collect the following information:

Track activity and store certain information

Help to improve and analyse our service 

This information helps us to build a profile of our users. Some of this information may be aggregated or statistical, which means that we will not be able to identify you individually. 

On the first occasion that you use our site we will ask whether you consent to our use of cookies. If you do not, cookies will not be used. Thereafter you can opt-out of using cookies at any time or you can set your browser not to accept cookies and the websites below tell you how to remove cookies from your browser. However, some of our website features may not function as a result. 

For further information on our use of cookies, please see our website cookie policy.

How we use your personal information

We collect information about our users for the following purposes:

Collect and track information

Improve and analyse our service 

To manage your account 

For the performance of a contract

To contact you

To provide you

To manage your requests

For business transfers 

Who your information may be shared with 

We may share your information with:

  • Law enforcement agencies in connection with any investigation to help prevent unlawful activity;
  • Freshworks
  • Type form
  • HM Revenue and Customs
  • Companies House

We will not share your personal information with any other 3rd parties.

Marketing 

We would like to send you information about products, services, offers, competitions and our business which may be of interest to you. Such information could be sent by post, email, telephone, text message or automated call. 

We will ask whether you would like us to send you marketing messages on the first occasion that you provide any relevant contact information (i.e. on purchase, signing up to a newsletter, entering a competition etc.,). If you do opt in to receive such marketing from us you can opt out at any time (see ‘What rights do you have?’ below for further information).. If you have any queries about how to opt out or if you are receiving messages you do not want you can contact us using the details provided below.

Required personal information

No personal information has to be provided by you to us at any time. You will only be required to share personal information if you register for our service. 

How long your personal information will be kept

We will hold your personal information for the following periods:

We will retain data as long as it is necessary. 

These periods are no longer than necessary in each case.

Reasons we can collect and use your personal information

We rely on the following as the lawful basis on which we collect and use your personal information 

  1. Consent;
  2. Contract
  3. Legal obligation
  4. Vital interests 
  5. Public task
  6. Legitimate interests 
  1. The legitimate interests relied upon are as follows:

To provide our service in the best interest of the individuals. Applying on an education basis and athletic development basis. 

The basis upon which we process your sensitive information (i.e. special category as defined in the GDPR) is: 

  1. The explicit content of users
  2. For employment, social security or social protection reasons
  3. To protect the vital interests of the data subject 
  4. That we are a non-for-profit organisation and the processing of this sensitive information is undertaken in the course of our legitimate activities and is not disclosed to any third-parties without the consent of the data subject:
  5. That such sensitive information has been made publicly available by the data subject
  6. That it is necessary for any relevant legal claims or judicial acts
  7. It is necessary for reasons of substantial public interest
  8. It is necessary for the provision of health or social care
  9. Its in the interests of public health
  10. It is for relevant archiving, research and statistical data in the public interests 

 

Keeping your information secure

We have appropriate security measures in place to prevent personal information from being accidentally lost, or used or accessed in an unauthorised way. We limit access to your personal information to those who have a genuine business need to know it. Those processing your information will do so only in an authorised manner and are subject to a duty of confidentiality. 

We will also use technological and organization measures to keep your information secure. These measures may include the following examples

User account access is controlled by own unique username and password

Payment processes are done by secure bank transfer only 

We are certified to ISO 27001. This family of standards help us manage your information and keep it safe and secure.

We also have procedures in place to deal with any suspected data security breach. We will notify you and any applicable regulator of a suspected data security breach where we are legally required to do so.

Indeed , while we will use all reasonable efforts to secure your personal data, in using the site you acknowledge that the use of the internet is not entirely secure and for this reason we cannot guarantee the security or integrity of any personal data that are transferred from you or to you via the internet. If you have any particular concerns about your information, please contact us using the details below.

Transfers of you information out of the EEA 

We will not transfer your personal information outside of the EEA at any time.

Children and the validity of consent 

Where we obtain consent from any user we will take reasonable steps to ascertain whether the user is over 13 years of age and whether the child is sufficiently informed to give valid consent. If the user is not, parental consent will be required to provide consent for the processing of any personal information. 

What rights do you have?

Under the General Data Protection Regulation you have a number of important rights free of charge. In summary, those include rights to:

  • Fair processing of information and transparency over how we use your personal information
  • Access to your personal information and to certain other supplementary information that this privacy notice is already designed to address
  • Requires us to correct any mistakes in your information which we hold 
  • Require the erasure of personal information concerning you in certain situations 
  • Receive the personal information concerning you which you have provided to us, in a structured, commonly used and machine-readable format and have the right to transmit those data to a third party in certain situations
  • Object at any time to processing of personal information concerning you for direct marketing 
  • Object to decisions being taken by automated means which produce legal effects concerning you or similarly significantly affect you
  • Object in certain other situations to our continued processing of your personal information
  • Otherwise restrict our processing of your personal information in certain circumstances
  • Claim compensation for damages caused by our breach of any data protection laws 

For further information on each of those rights, including the circumstances in which they apply, see the Guidance from the UK Information Commissioner’s Office (ICO) on individual’s rights under the General Data Protection Regulations.

If you would like to exercise any of these rights please:

  • Email, call, or write to us
  • Let us have enough information to identify you 
  • Let us have proof of your identity (e.g., a copy of your driving licence, passport, or a recent credit card/utility bill)
  • Let us know the information to which your request relates

From time to time we may also have other methods to unsubscribe (opt-out) from any direct marketing including for example, unsubscribe buttons or web links. If such are offered, please note that there may be some period after selecting the unsubscribe in which marketing may still be received while your request is being processed.

Changes to the Privacy Policy

This privacy policy was published on 25th May 2021 and last updated on 25th May 2021

We may change this privacy policy from time to time. You should check this policy occasionally to ensure you are aware of the most recent version that will apply each time you access this website. We will also attempt to notify users of any changes by: 

  • Email; [email protected]
  • Post: 52 Farmborough, Netherfield, Milton Keynes, MK6 4HG
  • Phone: +44 1908103086

Calls will be answered at the following times:

Monday: 10am-8pm

Tuesday; 10am-8pm

Wednesday: 10am – 8pm

Thursday: 10am-8pm

Friday: 10am-8pm 

We may record calls for quality and training purposes.

Our data protection officer is Junior Osei-Tutu

Last Updated: May 25, 2021

Thank you for making a payment with Soccer Assist Academy. 

If, for any reason, You are not completely satisfied with a purchase We invite You to review our policy on refunds and returns.

The following terms are applicable for any goods or services that You purchased with Us. 

Interpretations and Definitions 

Interpretation

The words of which the initial letter is capitalized have meanings under the following conditions. The following definitions shall have the same meaning regardless of whether they appear in singular or plural. 

Definitions 

For the purposes of this Return and Refund Policy;

  • Company (referred to as either “the Company”, “We”, “Us”, “Our” in this Agreement) refers to Soccer Assist LTD, 52 Farmborough, Netherfield, Milton Keynes, MK6 4HG
  • Goods refer to the items offered for sale on the Service 
  • Orders mean a request by You to purchase Goods or services from Us
  • Service refers to website

 

Goods and Services 

The only direct purchase You would be making from Us is the initial registration fee. This is a non refundable transaction. A refund is only given if We are unable to enroll the student in our course. All other requests of refunds will not be accepted. 

Tours and excursion trips include a nonrefundable deposit. Refunds of other fees may be given if the trip is cancelled and isn’t within the designated time frame that We will identify as capable of refunding. This policy differs between the services we provide for tours and trips. 

All purchasing of Equipment will be completed through Our third-party kit suppliers. Any refunds, exchanges and returns are subject to their own refund policy. We are not liable for any situations regarding refunds or returns of equipment, strictly consult https://www.kitlocker.com/ only. 

Contact Us 

If you have any questions about our Returns and Refunds Policy, please contact us:

By email: [email protected]

The following terms set the minimum standards expected for the provision of student accommodation by homestay providers who are approved by Soccer Assist and are on the Register of Soccer Assist Homestay Accommodation.

Student’s Room:

Each student will have their own room. The room should be clean and comfortable, sufficiently spacious, adequately equipped, heated and lit, with natural light, a table or desk for private study, and hanging and drawer space for clothes. Bed linen and towels should be changed weekly. There should be a good supply of blankets.

Sharing homestay with other students:

No other student of the same nationality or speaking the same language will be accommodated at the same time, unless this is specifically requested by the student.

Laundry:

Small articles of laundry should be included in the household wash – heavier articles by arrangement.

Access to facilities:

A daily bath or shower will be available to the student.

Partial board [a good varied breakfast and a substantial dinner at night] is required from Monday to Sunday. Full board [3 meals a day] is required at weekends.

Payment for homestay:

Payment will be made to the homestay provider by Soccer Assist, as agreed.

Changes:

If possible, one week’s notice should be given by either side if a change of accommodation is required. Soccer Assist cannot be held responsible for any student changes in dates of arrival or departure or last minute cancellations.

Inspection of homestay accommodation:

Soccer Assist reserves the right to inspect the accommodation, and will usually inspect accommodation at least once every 2 years.

Removing a student from homestay:

Soccer Assist reserves the right to re-house a student, without notice or compensation, if the guidelines of this document are not met.

Requirements, Suggestions and Advice:

We advise you NOT to let your student[s] use your telephone for outgoing calls.

Soccer Assist advises you not to loan money to students. Soccer Assist cannot accept responsibility for any money owed to you by students, nor for repairs and replacements of items damaged by students. Any damages to your household items should be claimed either from the student[s] or via your household insurance. We advise you to check that your household insurance would cover any such claims.

We will only place our students with a homestay provider who will regard them as members of the household and will try to integrate them into life in the UK and show an interest in their welfare, safety, security and personal development.

Students should be encouraged to speak English as much as possible in your home. Students’ different cultural backgrounds should be respected and we ask homestay providers to be sensitive to the needs of the student[s].

STUDENT ALLOCATION PROCEDURE: When we have a student who is looking for homestay provider accommodation, we check that they understand the meaning of ‘homestay’ and whether they have any special dietary requirements, and whether they have any further requirements. We will give this information to a prospective homestay provider together with the nationality/first language, gender, and approximate age of the student. If the homestay provider agrees to accept the student, we will write to confirm this information and give the homestay provider’s contact information to the student. We will ask the student to then contact the family to introduce themselves and to arrange a convenient arrival time. This contact may be by phone, email or letter.

Homestay providers are expected to maintain a close liaison with Soccer Assist so that any problems may be resolved as soon as possible. 

Homestay providers should not make private accommodation arrangements directly with students; this could lead to complications.