Helping Hoops is committed to child safety.

We want children to be safe, happy and empowered. We support and respect all children, as well as our staff and volunteers.

We are committed to the cultural safety of children from culturally and linguistically diverse (CALD) backgrounds and indigenous children, and to providing a safe and welcoming environment for children with special needs.

We have zero tolerance of child abuse, and all allegations and safety concerns will be treated seriously and consistently with our robust policies and procedures.

We are committed to preventing child abuse and identifying risks early, and removing and reducing these risks.


Children who are participants of Helping Hoops should feel safe and empowered.

Where possible, we will involve them when making decisions, especially about matters that directly affect them. We will listen to their views and respect what they have to say.

We promote diversity, tolerance and equal opportunity at Helping Hoops, and children from all abilities and cultural backgrounds are welcomed.

Helping Hoops participants must treat one another with respect regardless of ethnic, cultural, linguistic, religious, or other differences.


Helping Hoops staff and volunteers must agree to abide by our code of conduct, which specifies the standard of conduct required when working with children.

Child safety is everyone’s responsibility. When children are in the care of Helping Hoops, staff and volunteers must take the lead in ensuring child safety.

Helping Hoops staff and volunteers must commit to protecting children from abuse; and promoting the cultural safety of CALD and indigenous children, and the safety of children with special needs.

Staff and volunteers must be able to identify, assess, and minimise risk of child abuse and to detect any potential signs of child abuse. They must report incidents of abuse or signs of abuse to supervisors so that appropriate action may be taken.

Staff and volunteers will be supported through ongoing supervision to ensure that the standards of conduct required when working with children are being upheld.

Inappropriate behaviour that risks the safety of any child will be reported through the appropriate channels, including Victorian Police and the Department of Health and Human Services, depending on the severity and urgency of the matter.


Helping Hoops takes all reasonable steps to employ skilled people who are committed to child safety. We understand that when recruiting staff and volunteers we have ethical as well as legislative obligations.

Helping Hoops will make aware its commitment to child safety to those applying to work or volunteer with us.

All staff and volunteers that are working directly with children are required to hold a valid Working with Children Check and to provide evidence of this.

To ensure we are recruiting suitable people, Helping Hoops will carry out reference checks for all staff and volunteers. Staff will also have to undergo a police check.

Before commencing, all staff and volunteers must read through and commit to the Helping Hoops code of conduct, which includes the standard of conduct expected of them when working with children.


While the safety and wellbeing of children is the primary concern, Helping Hoops also ensures fair and just procedures for our staff and volunteers. The decisions made when recruiting, assessing incidents and undertaking disciplinary action will always be thorough, transparent and based on evidence.

All allegations of abuse and safety concerns will be recorded using the incident reporting form. Records are securely stored to respect the privacy of those involved. If there is a risk to an individual’s safety, the information may be passed on to relevant authorities.

If an allegation or safety concern is raised, children, their families and all other stakeholders will be made aware of the process and of the actions taken, if any.


Helping Hoops takes our legal responsibilities seriously, including:

  • Failure to disclose: All adults in Victoria who have a reasonable belief that an adult has committed a sexual offence against a child under the age of 16 have the obligation to report that information to the police.
  • Failure to protect: People of authority who know of a substantial risk of child sexual abuse and have the power of responsibility to reduce or remove the risk, must do so.


Helping Hoops must protect children when a risk is identified. In addition to occupational health and safety risks, we proactively manage risks of abuse to our children.

We have risk management strategies in place to help identify, assess, and take steps to minimise child abuse risks.


Helping Hoops takes all allegations seriously and has practices in place to investigate and act thoroughly and quickly.

If an adult has a reasonable belief that an incident of child abuse has occurred, they must report the incident. Factors contributing to reasonable belief include:

  • If a child states they or someone they know has been abused.
  • Behaviour consistent with that of an abuse victim is observed.
  • Someone else has raised suspicion or knowledge of abuse but is unwilling to report it.
  • Observing suspicious behaviour.


This policy will be reviewed each year, or on a needs basis following any significant incidents or change in legislation.



Remember that participants play for fun and enjoyment and that winning is only part of their motivation. Always ensure that participants are made to feel welcome whenever they attend a session.

Ensure that activities are carefully planned, well structured and varied to provide opportunities for individual and group development. Be willing to depart from the plan to take advantage of an unexpectedly high interest in a particular activity.

Never ridicule participants for making mistakes or losing a competition. See errors or losses as an opportunity to learn in a constructive way. Comment in a way that is positive and designed to create interest, involvement and development.


Be reasonable in your demands on participants’ time, energy and enthusiasm, taking into account their age, level of play and other commitments, such as school and employment.

Young children are likely to have more time but short attention spans. They may have plenty of energy but are likely to need more guidance on how best to look after their bodies. The differences in physical and mental maturity can be quite marked in younger children of the same age group. All these factors need to be considered in coaching young children.

Older children have greater demands from their studies, with some of them also needing to work to assist their schooling. They also have many social demands. Try to assist them in achieving a good balance between the various demands placed on their time.

Adults (anyone over 18) should, in most cases, be capable of making their own decisions on priority between basketball and other demands, such as work, family and social engagements. Respect these decisions.


Teach your participants to understand and play by the rules and values we hold important within Helping Hoops, and that these rules exist for the safety, proper order and engagement of all people involved. The lessons to be learned in respect to basketball are lessons that can and should be carried over into all aspects of their lives. Do not encourage participants to ignore or deliberately break rules.

Where possible, relate rules and aspects of basketball to participants’ real world experiences. 


Part of participation in Helping Hoops and sport in general is respect for all participants in the program. Encourage your participants to accept that others are entitled to proper courtesy and should be afforded the opportunity to participate in Helping Hoops in an encouraging and inclusive manner.


Unevenness can lead to a loss of enthusiasm. Coaches should always try and group participants of reasonably equal ability. In coaching children, it is important to remember the different maturity rates for children of the same age. Often age and height are not the best indicators of ability. Likewise, children with special needs each come with a different level of functionality that may not necessarily be consistent with their age. This should be taken into account and activities pitched at the appropriate level for individuals and groups as a whole.


In our increasingly litigious and accountable society, all those involved in sport have a responsibility to take all reasonable steps to ensure the safety and well being of participants. Coaches are in a unique position to control many of the factors impacting on this welfare. Coaches should be aware of dangerous factors such as heat and dehydration, wet floors and other hazards environmental situations can cause. A coach has a responsibility to avoid putting participants into dangerous conditions.

Show concern and take appropriate action for participants who are injured whilst under your care. If a participant is injured on court, make sure that there is no danger of further aggravation of the injury by prompt removal of the participant if this is appropriate. Qualify yourself to administer first aid so that you can recognise the seriousness of an injury or illness and act accordingly.


Everyone wins and loses at some time. Be a fair winner and a good loser. Disappointment at losing is natural, but it should not be obvious to the point of being unpleasant for others. Just as unpleasant can be the boastful winner. Recognise that even in defeat, the loser has achieved something just by playing. Not everything in life can be a winning situation. Losing can be an important learning experience for your wider life goals. Guide your participants to accept a loss in this spirit.


Be aware of the role of the coach as an educator. Particularly with young people, the way they perform in their lives is influenced by many factors. An important influence is the person they see as a role model. Coaches often take on the part of role model for many young people. It is therefore important to ensure that the influence from coaches is seen in a positive light rather than adversely. What you say and how you act can be most important in modelling the behaviour of participants.


Seek to keep informed of changes in basketball and the social sector. Ensure that the information used is current, appropriate to the needs of participants and takes into account the principles of growth and development of children. Participants cannot learn from you if your skills and knowledge are not up to date with current practice.


Physical contact between a coach and a participant, except that which would be considered usual social contact, such as the shaking of a hand or a high-five, should be avoided. Gestures, which can be well meaning, or even considered by some to be acceptable, may be unacceptable to others. This is especially important when considering the multicultural nature of Helping Hoops. Particular care needs to be taken in coaching children. Ensure that if there is physical contact with a participant that it is appropriate to the situation and necessary for the participant’s development.

Personal relationships with players can often be misinterpreted. Friendship with participants is essential to building trust, however the power imbalance in a coaching situation can make it unwise for a relationship to develop beyond friendship. Particular care must be taken when coaching children.

Ensure that you are never in a situation where you are alone with a child without another adult present. Should a child make allegations against a coach, a witness will ensure the situation does not escalate.


Regardless of their gender, ability, cultural background, religion or other factor irrelevant to the game, all persons connected with basketball are entitled to equal treatment and respect. Avoid any remarks that could be construed as offensive or discriminatory. Sometimes even a joke may give offence. Even if a person refers to himself or herself with a particular label, it should not be taken as an invitation for you to do so. Using discretion is imperative and it is better to err on the side of caution.


Facilities and equipment cost money and will only function properly if kept in good order. Ensure that you and your participants do not abuse anything provided for use. Discourage players from hanging off hoops or slam-dunking. Quite properly, these practices are banned in most venues. Not only can equipment be damaged, but also serious injury can occur.

Encourage participants to take ownerships of the program environment by keeping it clean and safe. Including participants in preparing the environment for a program, such as sweeping the floor, picking up rubbish or setting up equipment, can aid this buy-in and ensure they feel a degree of ownership and connectedness to the space they use for Helping Hoops.



This policy sets the requirements for establishing a culture whereby all forms of unlawful discrimination, bullying, harassment, sexual harassment and workplace violence are not tolerated at Helping Hoops. The policy promotes inclusiveness, equity and Equal Employment Opportunity (EEO) as the means of promoting a workplace and environment where people are appreciated for their diversity and where employees and volunteers feel psychologically and physically safe in the course of their work.


Helping Hoops is committed to fair, non-discriminatory work practices and promoting a workplace culture free from all forms of discrimination, harassment, bullying and workplace violence. Helping Hoops is committed to an inclusive workplace that is achieved through the principles of workforce diversity, equity and Equal Employment Opportunity (EEO).

Helping Hoops will promote this policy as a way to access information about managing suspected or actual breaches of this policy, and will provide support to deal with alleged breaches appropriately.


This policy applies to Helping Hoops and all related entities including volunteers, employees, contractors and associates.

This policy is applicable to all employees during working and non-working hours, and on or off premises.


All stakeholders are responsible for creating a workplace culture which values:

  • inclusiveness
  • fairness and equity
  • respect and dignity
  • diversity
  • equal employment opportunity and
  • psychological and physical safety

Employees and associates are also responsible for:

  • not engaging in any form of discrimination, bullying, sexual or other harassment, or acting in a threatening, intimidating or violent manner.
  • contacting their supervisor or manager if they feel they are being subjected to unlawful discrimination, harassment, bullying or violence in the workplace.
  • assertively and respectfully challenging and addressing actions or behaviours in breach of this policy through direct discussion with the person concerned.
  • only lodging a complaint where there is a genuine belief that this policy has been breached. Frivolous or vexatious complaints will be dealt with under the discipline process.
  • acting professionally in the workplace at all times, remembering that their conduct during work hours and work-related events must comply with these principles. Work related events include all activities or functions where employees or volunteers are representing Helping Hoops.


Helping Hoops is an equal opportunity employer. This means enabling people within EEO target groups to compete effectively for recruitment, selection, training, promotion and transfer opportunities. Decisions consistent with EEO apply the principle of equity and fairness in deciding the best person for a job, and providing appropriate development once in the job.

Employment decisions do not include consideration of attributes that are prohibited on discriminatory grounds.


Diversity is about recognising and valuing the varied skills, knowledge, backgrounds and perspectives that every individual brings to work. A diverse workforce has people of different backgrounds which include race, ethnicity, ages, gender, sexual orientation, relationship status, family and life circumstances, cultural beliefs, religious beliefs, work experiences, physical ability, ability to speak and write languages other than English, educational attainment and social backgrounds.


Equity is about treating people fairly and not necessarily the same. Equity means appreciating individual differences and providing equal access to recruitment, selection, training, promotion irrespective of attributes that are not relevant to the performance of a role. It is about improving employment and training opportunities for those who have a disability or who are recognised as being a member of an EEO target group.

Equity includes the concept of reasonable adjustment – making an adjustment that does not impose an unjustifiable hardship, to ensure that a person with a disability is not treated less favourably than someone who does not need the adjustments in the same circumstances.

Helping Hoops will apply the equity principle to support people who have been traditionally disadvantaged in employment including Aboriginal people, Torres Strait Islander people, people from a non-English speaking backgrounds, people with a disability, women, and people with a physical, sensory, intellectual or psychiatric disability, whether the disability presently exists or previously existed but no longer exists.


Unlawful discrimination means treating, or proposing to treat, someone less favourably than someone who does not possess that attribute (direct discrimination). It also means proposing to, or imposing, a term which a person (or a high proportion of people) with an attribute cannot comply (indirect discrimination).

Legislation prohibits discrimination, harassment, vilification and the inciting or enacting of physical harm, hatred or severe ridicule on the basis of:

  • age
  • race
  • potential pregnancy
  • pregnancy
  • relationship status
  • marital status
  • parental status
  • breastfeeding
  • family responsibilities (the responsibility of a person to care for or support a dependent child or any other immediate family member who is in need of care and support)
  • impairment, including the reliance on assistance animals, carers or aids for persons with a disability
  • sex
  • lawful sexual activity
  • sexuality (heterosexuality, homosexuality or bisexuality)
  • gender identity
  • religious belief or religious activity
  • political belief or activity
  • trade union activity
  • association with, or relation to, a person identified on the basis of any of the above attributes

A person may still be found to be in breach of these provisions, irrespective of whether it was their intention to discriminate. The intention of the behaviour is irrelevant to determining whether discrimination has occurred.


Sexual harassment is any unsolicited and unwelcome conduct of a sexual nature that is offensive, humiliating or intimidating. Sexual harassment is prohibited in the workplace. The conduct does not have to be intentional. The behaviour must be unwanted, and such that a reasonable person would recognise the behaviour as likely to cause the person harassed to feel offended, humiliated or intimidated.

Sexual harassment happens if a person:

  • subjects another person to an unsolicited act of physical intimacy.
  • makes an unsolicited demand or request for sexual favours from the other person.
  • makes a remark with sexual connotations relating to the other person.
  • engages in any other unwelcome conduct of a sexual nature in relation to the other person.

Such behaviour may be a one-off incident. It does not have to be repeated or ongoing to be considered sexual harassment.

Examples of behaviours that could be considered sexual harassment include, but are not limited to:

  • physical contact such as patting, pinching or touching in a sexual way
  • discussions about personal sexual activity
  • unnecessary familiarity such as touching, deliberately brushing against someone
  • comments or innuendo with sexual references and connotations
  • suggestive comments about a person’s appearance or body
  • sexual propositions
  • lewd comments, smutty jokes, insinuations and questions about a person’s private life
  • stalking, sexual assault, indecent exposure
  • offensive telephone calls


Workplace harassment (excluding sexual harassment) occurs when there is unwelcome, offensive and unsolicited behaviour that:

  • makes a person, feel intimidated, humiliated or threatened
  • a reasonable person would consider offensive, humiliating, intimidating or threatening.

Bullying incidences may occur as singular events, or repetitively which amounts to harassment. Unlawful harassment occurs when the behaviours relate to an attribute specified under anti-discrimination legislation.

Examples of bullying or harassment behaviours include, but are not limited to:

  • abusing a person loudly, usually when others are present
  • offensive jokes or practical jokes (initiation practices)
  • assault, pushing or unwanted physical contact
  • repeated threats of dismissal, loss of employment (eg: cut back in work hours), or other severe punishment for no legitimate reason
  • persistent and unjustified (non-constructive) criticisms, often about irrelevant matters
  • constant ridicule and being put down
  • spreading gossip or false, malicious rumours about a person with an intent to cause the person harm


Workplace violence occurs when an employee or group of employees subjects another person to threats of violence or actual physical violence. The type of behaviour is prohibited at Helping Hoops.



Employees who believe this standard has been breached can take the following actions:

  • advise the person that you find the behaviour to be unacceptable, and request that the behaviour cease immediately
  • discuss your concerns with a supervisor
  • discuss your concerns with the a member of the Committee of Management (comprising the President, Vice-President, Executive Director, Secretary, Treasurer and Committee Members)


If Helping Hoops becomes aware of a breach of this policy, Helping Hoops will, within a reasonable time, give the person concerned notice of the breach together with reasonably sufficient information regarding the circumstances of the breach (a ‘breach notice’).

The employee will be afforded the opportunity to respond to the breach notice, in writing or in person, within such time as Helping Hoops indicates in the breach notice, or in default of a time being specified, within 48 hours.

Subsequent to this, Helping Hoops may require the person to attend a meeting in person, attended by Helping Hoops management, to discuss the matter.

After following the foregoing procedure, the person will be given notice in writing of any action to be taken by Helping Hoops in respect of the breach, which may include without limitation warnings or dismissal from employment. If within 48 hours of any such notification, a person requests a review of the decision, the Helping Hoop’s Committee of Management will give reasonable consideration to such a review, having regard to the circumstances of the matter.


Conduct of a sexual nature includes making a statement of a sexual nature to a person, or in the presence of a person, whether the statement is made orally or in writing.

Equity is about treating people fairly, it is not about treating everyone the same. It means appreciating that people have differences and providing people with access to equal opportunities in employment regardless of their sex, race or any other characteristic not related to job performance.

Gender identity is identifying oneself as a member of the opposite sex by living or seeking to live as a member of that sex, or someone who identifies as being transgender or intersex and who seeks to live as a member of the opposite sex.

Impairment includes:

  • disabilities (the total or partial loss of a person’s bodily or mental functions)
  • total or partial loss of a person’s body part
  • a condition or illness or disease that impairs a person’s thought processes or perception of reality or judgement, or that results in disturbed behaviour (eg: mental illness or diseases)
  • presence in the body of organisms causing, or capable of causing disease or illness (eg: HIV, cancer)
  • a disorder or malfunction that results in the person learning differently from a person without the disorder of malfunction
  • physical impairments (disfigurement, malfunction or malformations) of a person’s body
  • the reliance on assistance animals for persons with a disability (eg: guide or hearing assistance dogs)
  • the reliance on a disability aid or guide for persons with a disability (eg: carers, assistants or aids such as wheelchairs, walking sticks, frames)

Workplace harassment (bullying and harassment) occurs when there is repetitive, unwelcome and unsolicited behaviour that makes a person, feel intimidated, humiliated, threatened (excluding behaviours that amount to sexual harassment).

Unlawful discrimination occurs when a person with an attribute is treated or proposed to be treated less favourably than a person without that attribute in the same or similar circumstance, on prohibited grounds.

Sexual harassment is any unwelcome behaviour of a sexual nature which is offensive, humiliating or intimidating.

Vilification refers to the inciting of physical harm, hatred or severe ridicule on the basis of race, religion, gender identity and sexuality.

Work related activities refers to functions and events which are either directly linked to work or which involve work related colleagues.

Workplace violence occurs when an employee subjects another employee in the workplace to degrading behaviour ranging from verbal abuse or threats to actual physical violence.


Helping Hoops recognises it has a responsibility to provide and maintain an environment that is safe and without risks to individual health and welfare.

The health and safety policy is applicable to all employees, contractors, volunteers and visitors while they are engaged with Helping Hoops. This policy is to be read in conjunction with the each Venue Profile.


Helping Hoops shall take all reasonable measures necessary to ensure the safety of workers and program participants, including but not limited to:

  • carrying out regular inspection of the program venues to ensure that the premises are safe for all foreseeable incidents, including adequate run off space at the end of courts, the removal of dangerous items from the area, and all aspects of the playing environment are kept as safe as possible
  • ensure equipment storage is adequate to enable excess equipment to be stored in a safe place so that participants are not in danger of tripping over
  • in relation to indoor premises, make contact with the premise manager to ensure that all fire exists are clearly marked and always accessible and that all fire fighting equipment is clearly marked, easily accessed and in proper working order
  • ensure that an evacuation procedure has been created or where the program premise is indoors, ensure the pre-existing procedure is known by the coach and assistant coaches
  • sweep or mop the courts when required to ensure they do not become hazardous
  • ensure there is adequate and responsible supervision of children at all times. In this respect, adequate may mean a set ratio of children to adults such as can reasonable be expected to exercise a measure of control over the children. Helping Hoops expects a minimum requirement of a ratio of 10 children to 1 adult supervisor at all times.


All employees and volunteers have an obligation to comply with the risk management, health and safety policies, procedures and instructions so to ensure a safe environment. This means employees are required to take corrective action as required or report identifiable hazards that cannot be immediately corrected. This will guard the environment against hazards at work. If the hazards or incidents cannot be rectified immediately, the person must report the hazards or incident to the Executive Director and complete an incident report form found online.

The Executive Director delegates responsibilities for the management of risk management, health and safety.


Risk management is a systematic examination of any activity, location or operation system in order to control hazards and manage risk. A risk assessment enables an individual to

  • identify hazards
  • understand the likelihood and potential consequences of the hazards
  • review the current or planned approaches to controlling the risks
  • add new control measures where required

Risk management is an ongoing process and should be carried out by senior positions, particularly when changes to equipment, layout or procedures occur in an environment.

The process of risk assessment involves the below basic steps:

  • decide who should be involved
  • identify hazards
  • analyse consequences (potential injury, property damage etc)
  • assess risk (probability, frequency, severity of injury or loss)
  • determine action (methods of removing or reducing risk)
  • implement controls (redesign, removal, new methods, audit)
  • evaluate controls
  • keep a record of the assessment and review regularly

All coaches and the Executive Director are to be aware of these basic steps and should engage them as required.


In an emergency, the safety or all program participants, employees, volunteers and otherwise affiliated persons is the highest priority. Emergency evacuation procedures and protocols are based on the following principles:


To minimise the risk of emergencies by teaching stakeholders adequately about their duties in relation to risks and safety.


To ensure emergency equipment is available and in working order.


To ensure emergency procedures are known and understood.


To ensure rapid, appropriate and effective response to emergencies.

In the event of an emergency, the following procedure is to take place:

  • the program coach will direct the evacuation. The signal for evacuation is the blowing of a whistle.
  • relevant emergency services are to be contacted if safe to do so.
  • the area or building is to be left by the nearest safe exist as directed.
  • coaches are to lead participants to a safe area where an attendance check should be carried out.
  • all individuals are to be evacuated and reasonable actions to check all individuals have evacuated are to be executed.

At all times, emergency procedures will rely on the best judgement of the program coach and all instructions from the coach should be followed. It is an expectation that all coaches are in possession of and carry with them a working mobile phone (with outward call capabilities).


It is a requirement that all program head coaches have a current first aid certificate to ensure the health and safety of participants during program sessions.

Helping Hoops shall ensure that sufficient first aid equipment adequate to allow the rendering of basic first aid to a person suffering an illness or injury during any program session run by the association is readily available.

First aid equipment available at programs must be:

  • easily located
  • within its recommended date of use
  • properly maintained and stocked
  • stocked with such equipment in such quantity as is recommended by a local first aid trainer having regard to the number of people using the basketball facility

In most circumstances, first aid is to only be rendered by individuals with proper first aid training. Where it appears that a person injured or suffering an illness requires medical attention, the person should be referred to a medical practitioner or urgent assistance by way of ambulance.

Helping Hoops should take reasonable attempts to ensure that:

  • by way of attendance, persons participating in session programs are aware of first aid facilities provided and their location, availability and location of telephones for emergency use, the identity of any first aid qualified person available at the venue and the telephone numbers and addresses of ambulance and qualified professionals
  • at all times emergency access is available at venues for ambulances and other emergency equipment


All persons involved in the organisation of programs must be aware of the effect that extremes of weather can have on people participating in or attending program sessions. Adequate contingencies for the minimising of risk, particularly when high temperatures or wet weather is expected, should be put in place.

Where high temperatures are expected, coaches must make reasonable steps to ensure:

  • they and program participants are aware of the symptoms of heat stress and are instructed to be on the alert to notice any such symptoms
  • extra breaks are included into the program and the session is shortened if necessary
  • participants are made aware of the need to hydrate regularly before and after the program
  • the program ceases and an alternative activity that meets a social outcome is conducted when temperatures reach or exceed 32 degrees Celsius (for outdoor based programs) and 35 degrees Celsius (for indoor based programs). A thermometer is to be carried in the first aid kit to enable reference to temperature at all times.

In the event of wet weather including heaving rain, wind or lightening, outdoor programs are to:

  • co-ordinate activities that do not require running on wet surfaces
  • seek a sheltered area for the program to run if conditions require
  • amend the activities if conditions do not allow a usual training structure to run and ensure these activities meet social outcomes

It is the responsibility of the program coach to make a determination on weather conditions and to modify the program accordingly.


Helping Hoops will endeavour to maintain current and accurate participant records online so to enable coaches to access participant information quickly and easily at all times. This information may include allergies, disabilities or emergency contact details.

All Helping Hoops coaches, where possible, shall familiarise themselves with participant registration information and ensure that they have adequate access to the internet throughout programs.

Access to the Internet will enable coaches to not only access relevant Helping Hoops information but also enable them to utilise web resources to locate local emergency contact information and injury treatment protocols.


Helping Hoops is committed to protecting the privacy of personal information which the organisation collects, holds and administers. For the purposes of this policy, personal information is information which directly or indirectly identifies a person.

Helping Hoops recognises the essential right of individuals to have their information administered in ways which they would reasonably expected – protected on one hand and made accessible to them on the other. These privacy values are reflected in and supported by our core values.

Helping Hoops is bound by laws which impose specific obligations when it comes to handling information. The organisation has adopted the following principles contained as minimum standards in relation to handling personal information:

Helping Hoops will:

  • Collect, use and dislcose information which the organisation requires for its primary function or a directly related purpose, or for another purpose with the person’s consent
  • Ensure that all stakeholders are informed as to why we collect the information and how we administer the information gathered
  • Store personal information securely, protecting it from authorised access


Helping Hoops is responsible for managing its assets, including its intellectual assests, in a way that maximises their contributions to the goals of the organisation. 

Subject to these responsibilities, Helping Hoops is committed to the widest possible dissemination of its ideas and findings where these may assist others.

The purpose of this policy is to clarify the status of material subject to copyright used by the organisation, and to remove any possible misunderstandings about ownership of copyrights.


All materials that result from activities carried out at Helping Hoops or developed with the aid of Helping Hoops’ facilities shall be the property of Helping Hoops.

Work by independent contractors shall be owned in accordance with the contract under which the work was created. Helping Hoops shall ensure that there is a written contract for work by an independent contractor specifying ownership.


All employees and volunteeers of Helping Hoops are required to observe all applicable copyright laws and regulations. Any materials that are copyright and that cannot be reproduced by any process other than for the purposes of and subject to the provisions of the Copyright Act and any licensing agreement between the user and Helping Hoops.


Helping Hoops recognises that staff need access to email systems and the internet to assist in the efficient and professional delivery of services. Helping Hoops supports the right of staff to have access to reasonable personal use of the Internet and email communications.

The primary purpose for which access to the Internet and email is provided to Helping Hoops staff and volunteers is to assist them in carrying out the duties of their employment.

It is expected that at all times, employees and volunteers use computers, internet and email in an appropriate manner and for the chief purpose of carrying out their duties.

Individuals may not use Internet or email access (including internal email access) provided by Helping Hoops to:

  • Create or exchange messages that are offensive, harassing, obscene or threatening
  • Visit websites containing objectionable (including pornographic) or criminal material
  • Exchange any confidential or sensitive information held by Helping Hoops (unless in the authorised course of their duties)
  • Create, store or exchange information in violation of copyright laws (including the uploading or downloading of commercial software, games, music or movies)
  • Use internet-enabled activities such as gambling, gaming, conducting a business or conducting illegal activities
  • Create or exchange advertisements, solicitations, chain letters and other unsolicited or bulk email.

This policy is binding on all Helping Hoops stakeholders, whether paid or voluntary.