Disciplinary Code

PFI is committed to maintaining high standards of integrity, fairness, respect, and professionalism across the sport. The policy explains how disciplinary matters, grievances, and disputes can be handled as early, fairly, and efficiently as possible.

The policy applies to affiliated clubs, individual members, players, coaches, officials and umpires, volunteers, committee members, Board members, employees and contractors, and participants in PFI-sanctioned competitions and events.

It should be read alongside the PFI Constitution, Code of Conduct, safeguarding policies, competition regulations, club affiliation regulations, and any applicable employment policies.

• Fair, transparent, and consistent decision-making
• Protection of the rights of all parties
• Compliance with the Governance Code for Sport
• Positive working and sporting relationships

PFI will manage disciplinary, grievance, and dispute matters in accordance with natural justice, procedural fairness, confidentiality, timeliness, proportionality, transparency, and respect for all parties.

A grievance is a concern, complaint, or dissatisfaction about actions, decisions, conduct, or treatment within PFI. A dispute is a disagreement between parties relating to the administration, governance, operation, or sporting activity of PFI. A disciplinary matter arises where a person or organisation is alleged to have breached the Constitution, Code of Conduct, competition regulations, safeguarding requirements, or another PFI policy, rule, or regulation.

• No disciplinary action without an opportunity to respond
• Clear distinction between grievances, disputes, and disciplinary matters
• Policy links to the Constitution, Code of Conduct, safeguarding, and competition rules

PFI encourages parties to resolve issues informally where appropriate before invoking formal procedures. Informal resolution may include direct discussion, facilitated meetings, mediation, or intervention by an appropriate committee or designated officer.

Where informal resolution is unsuccessful, a formal complaint may be submitted in writing with the nature of the complaint, relevant facts, evidence, and supporting information. The CEO acknowledges complaints and determines the appropriate process. Where the complaint concerns the CEO, President, or Board member, the policy provides alternative referral routes.

PFI may appoint an investigator or investigation panel. The process may include receipt of complaint, preliminary assessment, evidence collection, interviews, opportunity to respond, findings, and a recommendation to the appropriate decision-making body.

• Written complaint with facts, evidence, and supporting information
• CEO, President, Board, committee, or independent investigator routes where relevant
• Fair opportunity for all parties to present their position

Where a breach is established, disciplinary measures may include a verbal warning, formal verbal warning, written warning, final written warning, suspension, removal from a committee or official role, suspension of membership, expulsion from membership, or another sanction deemed appropriate by PFI.

The sanction imposed should be proportionate to the nature and seriousness of the breach. Employee disciplinary matters are managed by the CEO in accordance with Irish employment legislation and PFI employment policies, while the Board oversees disciplinary matters involving the CEO.

• Proportionate sanctions based on the nature and seriousness of the breach
• Employee matters handled under employment legislation and PFI employment policies
• Board oversight where the CEO is involved

The Competition, Disciplinary and Child Welfare Committee may consider disciplinary matters referred to it, conduct hearings where required, make recommendations to the Board, ensure compliance with safeguarding obligations, and monitor adherence to competition regulations.

A person or organisation subject to a disciplinary decision may appeal in writing within twenty-one (21) days of receiving the decision. Appeal grounds include procedural irregularity, new evidence, disproportionate sanction, or error in interpretation of rules or regulations.

PFI recognises the importance of independent dispute resolution. Where appropriate, disputes may be referred to Sport Dispute Solutions Ireland for mediation or arbitration in accordance with its rules and procedures.

• Independent and fair committee operation
• Twenty-one (21) day written appeal window
• Independent Appeals Panel with no prior involvement in the matter
• SDSI mediation or arbitration where appropriate

All parties involved in a grievance, disciplinary matter, or dispute must respect the confidentiality of the process. Information should only be shared where necessary to investigate, determine, or resolve the matter.

PFI will maintain secure records of complaints, investigations, hearings, decisions, appeals, and sanctions in accordance with applicable data protection legislation.

The policy is reviewed by the Board at least every two years, or earlier where required by legislation, Sport Ireland governance requirements, or operational need.

• Confidential handling of process information
• Secure records for complaints, investigations, hearings, decisions, appeals, and sanctions
• Board review at least every two years