Marin FC prides itself on our performance, integrity, and ethics. As primarily a youth athletics organization, the club sets stringent demands for all our personnel whether employee, volunteer, leader or affiliate. In addition to rigorous background checks and mandatory education and screening programs such as SafeSport™, the club has a whistleblower policy inclusive of an ombudsman who is responsible for anonymously and swiftly addressing any concerns or complaints brought to the club. Any report submitted to the ombudsman is keep entirely confidential until such time as it is determined how best to direct action or response(s).
| ˈämbədzmən | noun (plural ombudsmen)
an official appointed to investigate individuals' complaints against maladministration, especially that of public authorities.
Marin FC's ombudsman is a former club leader known only to the club's president and technical director. Should a report involve either the president or technical director, the ombudsman will alert the other party for investigation and possible action.
Whistleblower Policy :
This Whistleblower Policy is intended to enable Marin FC employees, volunteers, players and family members to raise serious concerns within the club prior to seeking resolution outside the organization.
It is the responsibility of all directors, officers, and employees to comply with Marin FC policies and all applicable laws and regulations, and report violations or suspected violations in accordance with this Whistleblower Policy.
No director, officer, or employee who in good faith reports a suspected violation shall suffer harassment, retaliation, or adverse employment consequence based on the reporting of such a violation. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Marin FC maintains an open door policy and encourages employees, players, family members, affliates and volunteers to share their questions, concerns, suggestions, or complaints with someone who can address them properly. In most cases, a supervisor is in the best position to address an area of concern. However, if someone is not comfortable speaking with their supervisor or they are not satisfied with their supervisor’s response, they are encouraged to speak with the Marin FC Board President. If an employee is not comfortable speaking with the Board President they are encouraged to speak with another Board member they are comfortable approaching. Lastly, an employee may report to the ombudsman.
The ombudsman is responsible for investigating and resolving all reported concerns and, at his/her discretion, shall advise the Board President and/or the Technical Director and/or the Club Director of Operations choosing appropriately based upon the nature and scope of the matter.
Acting in Good Faith
Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing there is indication of a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.
Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to an extent possible that is consistent with the need to conduct an adequate investigation.
Handling of Reported Violations
The Ombudsman, or other Board member contacted, has responsibility to investigate all reported suspected violations. The person receiving the report will notify the sender within five business days that the report of suspected violation has been received. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.