PBC’s Behaviour Policy
(Complaints of Misconduct)
Portslade Bowling Club is a member affiliate of Bowls England (BE) and as such recognises BE as its governing body. Regarding any alleged disciplinary or misconduct issue, BE is a strong advocate for mediation. However, should mediation fail, or should the offence be assessed as Serious Misconduct, then PBC Ltd. will be committed to following the disciplinary procedures as mandated in Bowls England’s Discipline Regulation 9; (or any replacement by BE from time to time). BE’s Regulation 2.5.2 applies. (An updated Regulation 9 comes into effect on 1st Dec.’25 and the revised version is reflected in this document. All affiliated clubs must conform to the updated R9 regulation. Publication of BE’s updated appeals guidance is also pending so the current R9/2019 procedures will be followed in the meantime.
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How to Make a Complaint:
Any member of Portslade Bowls Club, or any visitor to the Club, may raise a complaint if they have a grievance—regardless of how minor it may seem. It has to be by email or a message. A formal complaint may not be submitted verbally. The message should include full details of the complaint and, where possible, the names of any witnesses. Complaints must be addressed to the Club’s Complaint Assessor.
However before submitting a formal complaint, individuals are welcome to speak informally with the Club’s Complaints Officer who can offer guidance on the nature and severity of the issue, and explain how it may be handled. However, no action will be taken until the complaint is received in writing.
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Code of Conduct: Misconduct has been categorized by BE into three levels depending on the seriousness of the harm or intent, or the seriousness of the penalty.
The Minor and Moderate categories are to be dealt with informally. BE strongly advocates mediation before formal disciplinary proceedings are implemented unless the situation clearly warrants a more formal approach to be taken. This then would entail a formal Hearing with three assessors with witnesses being present to confirm their previously made written statements.
1) Minor Misconduct will have disrupted the harmony within the club sufficient to spoil the club’s ambience. (A Minor Misconduct incident may later be re-assessed as being moderate misconduct.)
Examples being:
* rude language
* hand gestures
* unsporting action on the green
Resolution: It may be sufficient for the Club to write to the offender seeking an assurance that the offence will not be repeated. An apology to the complainant may also be requested.
2) Moderate Misconduct significantly disrupts the members’ enjoyment. (A Moderate Misconduct incident may later be re-assessed as being ‘serious misconduct’ and dealt with as such.)
Examples being:
* disruptive behaviour
* bullying or harassment.
* intoxication (alcohol or drugs)
* offensive / abusive / profane social media posts
Resolution: PBC will follow BE’s advice in these incidents by arranging for a more formal mediation session with the club’s BE-trained Mediator. The matter would then be resolved by the offender signing an agreement whereby the member agrees to cease the offending behaviour. The Appeal procedure is not available in these circumstances.
Should mediation fail for any reason, then the matter would then be dealt with by a formal Hearing; see ‘’Serious Misconduct’.
3) Serious Misconduct is behaviour which poses a significant threat to the well-being and reputation of the club, or to lawn bowls generally.
Examples being:
* discrimination
* sexual harassment
* violence to a person
* damage to property
* incident that has involved the police
Resolution:The Club will arrange for a formal Hearing to take place, to be heard by three club members, one being the committee’s chairperson who will chair the Hearing. The two supporting panellists should have no prior knowledge of the incident.
The accused member would, if found guilty, be advised at the Hearing of their right to Appeal against either the judgement or any imposed sanction. This penalty could either cancel their membership for a set period or permanently. If it is only for a set period then membership will need to be reapplied for as though a new member.
The Hearing’s Chairperson must take any past unspent misconduct record into consideration before recommending sanctions to the Company’s Board of Directors for confirmation.
Retention of Misconduct records.
The Club will retain all misconduct records securely and confidentially.
A record of ‘moderate misconduct’ will be held for a period of 27 months.
A record of ‘serious misconduct’, will be held for a period of 36 months.
(Details of a ‘serious misconduct’ incident will be passed to both Sussex County Bowls and Bowls England for their information.)
John Green, Company Secretary, October ’25.