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THE COMPANIES ACT 2006
PRIVATE COMPANY LIMITED BY GUARANTEE
ARTICLES OF ASSOCIATION
OF
SCOTTISH CLAY TARGET ASSOCIATION LIMITED (‘the Association’)
INTRODUCTION
1. INTERPRETATION
1.1 In these Articles, unless the context otherwise requires:
Act: means the Companies Act 2006;
appointor: has the meaning given in article 9.2;
Articles: means the company’s articles of association for the time being in force;
business day: means any day (other than a Saturday, Sunday or public holiday in the
United Kingdom) on which clearing banks in the City of London are generally open
for business;
Conflict: has the meaning given in article 7.1;
Executive Director mean those directors appointed by the Management Board to fulfil
the roles of Chief Executive Officer, Administration Officer and Financial Officer and
who are accountable to the Board for the day-to-day management of those specific
roles. These prescribed roles cannot be held concurrently by one person
Model Articles: means the model articles for private companies limited by guarantee
contained in Schedule 2 of the Companies (Model Articles) Regulations 2008 (SI
2008/3229) as amended prior to the date of adoption of these Articles.
Member: means the subscribers to the Company’s memorandum and every other
person who agrees to become a member of the Company.
The Association means the Scottish Clay Target Association Limited.
The Board means the Management Board of the Association comprising all of the
appointed directors of the Association responsible for the management of the
Association. The Board will consist of three executive directors together with a
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maximum of eight other directors. The minimum number to constitute the Board will
be seven, comprising three executive directors and four directors.
1.2 Save as otherwise specifically provided in these Articles, words and expressions which
have particular meanings in the Model Articles shall have the same meanings in these
Articles, subject to which and unless the context otherwise requires, words and
expressions which have particular meanings in the Act shall have the same meanings
in these Articles.
1.3 Headings in these Articles are used for convenience only and shall not affect the
construction or interpretation of these Articles.
1.4 A reference in these Articles to an “article” is a reference to the relevant article of these
Articles unless expressly provided otherwise.
1.5 Unless expressly provided otherwise, a reference to a statute, statutory provision or
subordinate legislation is a reference to it as it is in force from time to time, taking
account of:
(a) any subordinate legislation from time to time made under it; and
(b) any amendment or re-enactment and includes any statute, statutory
provision or subordinate legislation which it amends or re-enacts.
1.6 Any phrase introduced by the terms “including”, “include”, “in particular” or any
similar expression shall be construed as illustrative and shall not limit the sense of the
words preceding those terms.
1.7 The Model Articles shall apply to the Company, except in so far as they are modified
or excluded by these Articles.
1.8 Articles 8, 11(2) and (3), 11(2), 13, 14(1), (2), (3) and (4), 17(2), 30(3), 38 and 39 of
the Model Articles shall not apply to the Company.
1.9 The masculine includes the feminine and the singular includes the plural.
2. OBJECTS OF THE COMPANY
2.1 The Company’s objects are:
(a) To promote and encourage in every way at local, national and international
level the sport of clay target shooting and to act as the sole governing or delegating
body for the sport in Scotland. In co-operation with the Clay Pigeon Shooting
Association (England), Irish Clay Target Shooting Association (Ireland), Ulster Clay
Pigeon Shooting Association (Northern Ireland) and Welsh Clay Target Shooting
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Association (Wales) promote the sport of clay target shooting throughout the UK; to
liaise with or affiliate to, as deemed appropriate with all necessary international bodies
for the furtherance of the sport.
In co-operation with Scottish Target Shooting (STS) consult and liaise with
sportscotland, Commonwealth Games Council (Scotland) and any other body as
deemed necessary for the furtherance of the sport at local, national and international
level.
Represent clay target shooting to “Scottish Target Shooting” (STS) for the furtherance
of Scottish shooting in those shooting disciplines (rifle, pistol and clay target) approved
and supported by sportscotland, this representation is specific to shooting at
Commonwealth Games level. For the purposes of this specific representation the
Association acknowledge the STS as the delegating body and will abide by those
published rules and terms of reference of the STS.
To enter into any arrangements with any government or authority (supreme, municipal,
local, or otherwise) that may seem conducive to the attainment of the Association’s
objects or any of them, and to obtain from any such government or authority any
charters, decrees, rights, privileges or concessions which the Association may think
desirable and to carry out, exercise, and comply with any such charters, decrees, rights,
privileges, and concessions; and
(b) any other trade or business which may seem to the company and its directors
to be advantageous and to directly or indirectly enhance all or any of the business of
the Company.
2.2 Notwithstanding Article 2.1, the Company’s objects are unrestricted.
LIABILITY OF MEMBERS
3. GUARANTEE
3.1 The liability of the members is limited.
3.2 Every Member of the Company undertakes to contribute such amount as may be
required (not exceeding £1) to the company’s assets if it should be wound up while
they are a member or within one year after they cease to be a member, for payment of
the company’s debts and liabilities contracted before they ceases to be a member, and
of the costs, charges and expenses of winding up, and for the adjustment of the rights
of the contributories among themselves.
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3.3 The income and property of the Company shall be applied solely towards the promotion
of its Objects and no part shall be paid or transferred, directly or indirectly, by way of
dividend, bonus or otherwise by way of profit, to members of the Company, and no
trustee shall be appointed to any office of the Company paid by salary or fees or receive
any remuneration or other benefit in money or money’s worth from the Company;
Provided that nothing in this document shall prevent any payment in good faith by the
Company;
(a) Of reasonable and proper remuneration to any member, officer or
servant of the Association for any services rendered to the Association,
subject to 9.1(g).
(b) Of out of pocket expenses to any member, officer or servant of the Association
incurred wholly and properly in the business of the Association.
(c) Of any premium in respect of any such insurance as is permitted by these
articles.
(d) Of fees, remuneration or other benefit in money or money’s worth to any
company of which a member may also be a member holding not more than 1%
of the issued share capital of that company;
(e) Of payment to providers of goods and services supplied wholly and properly
in the business of the Association.
3.4. If the Company is wound up or dissolved and after all its debts and liabilities have been
satisfied there remains any property it shall not be paid to or distributed among the
members of the Company, but shall be given or transferred to some other company or
companies having objects similar to the Objects which prohibits the distribution of its
or their income and property to an extent at least as great as is imposed on the Company
by Clause 3.3 above, chosen by the members of the Company at or before the time of
dissolution and if that cannot be done then to some other company.
4. MEMBERS
4.1 Membership of the Association shall compromise the separate groups as undernoted.
The Association reserves the right to decline any application for membership in any
group at the Association’s absolute discretion
• Individual member
• Trade member
• Affiliated member
Individual member of the Association shall be
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President who shall be an honorary official appointed by the Board and confirmed at
the subsequent AGM.
Honorary member appointed by the Board and confirmed at the subsequent AGM.
Any person on successful application and upon payment of an appropriate subscription
fee, in the various categories (e.g. Senior, Lady, Junior or Veteran etc.) as defined from
time to time by the Board.
Trade membership shall be available to bona fide businesses and companies related to
or providing connected services to the sport of clay target shooting, upon successful
application and payment of an appropriate subscription fee as determined by the Board
from time to time. Trade membership shall not afford any person any of the rights and
privileges of individual membership; specifically trade membership does not bestow
any voting rights at any meeting of the Association
Affiliated membership shall be available to any club or shooting ground providing
facilities for clay target shooting upon successful application and payment of an
appropriate affiliation fee as determined by the Board from time to time. Affiliated
membership shall not afford any person any of the rights and privileges of individual
membership; specifically, affiliated membership does not bestow any voting rights at
any meeting of the Association.
4.2 Individual members shall be entitled to attend all General Meetings of the Association
and shall be entitled to speak and (with the exception of members under eighteen years
of age) vote. Individual members of at least three years standing (with the exception of
members under eighteen years of age) shall have the right to stand for office (subject
to 4.3 undernoted)
4.3 An individual member with a substantive interest in any business, company or
enterprise connected with or supplying services to the sport of clay target shooting shall
not be eligible to stand for office within the Association. Such a person, with the
approval of the Board may however serve on a committee as per article 19, subject
always to their due cognisance of potential conflicts of interest.
4.4 A member may at any time withdraw from the Association by giving notice in writing
to the Association. Membership shall not be transferable and shall cease on death.
4.5 All members in all the above membership groups are bound by the rules and regulations
of the Association as contained within the Association’s published by- laws and code
of conduct. Breach of the by-laws and / or code of conduct will entitle the Association
to exercise sanctions against the member. Such sanctions may include temporary or
permanent removal of membership entitlement e.g. right to vote or stand for office and
/ or expulsion from the Association.
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5. DIRECTORS’ MEETINGS
5.1 The directors may appoint a director to chair their meetings and the person so appointed
for the time being is known as the Chairman.
5.2 The directors may terminate the chairman’s appointment at any time.
5.3 If the chairman is not participating in a directors’ meeting within ten minutes of the
time at which it was to start, the participating directors must appoint one of themselves
to chair it.
5.4 If the numbers of votes for and against a proposal are equal, the chairman or other
director chairing the meeting has a casting vote.
5.5 But this does not apply if, in accordance with the articles, the chairman or other director
is not to be counted as participating in the decision-making process for quorum or
voting purposes.
5.6 Meetings of the Board shall be held at intervals not greater than two months and shall
be convened by the Chief Executive Officer or two other directors upon giving not less
than 7 days’ notice by written or electronic means to all directors entitled to attend.
5.7 The Board may invite anyone to attend and speak at meetings of the Board. Save as
hereinafter provided, discussions between members of the Board shall at all times
remain private and confidential.
5.8 The quorum for the transaction of business at meetings of the Board will be five.
5.9 A director may vote, at any meeting of the directors or of any committee of the
directors, on any resolution, notwithstanding that it in any way concerns or relates to a
matter in which they have, directly or indirectly, any kind of interest whatsoever, and
if they shall vote on any such resolution their vote shall be counted; and in relation to
any such resolution as aforesaid they shall (whether or not they shall vote on the same)
be taken into account in calculating the quorum present at the meeting
6. DIRECTORS’ DEALINGS WITH THE COMPANY
6.1 A director who is in any way, whether directly or indirectly interested in a proposed
transaction or arrangement with the Company shall declare the nature and extent of
their interest to the other directors before the Company enters into the transaction or
arrangement in accordance with the Act.
6.2 A director who is in any way, whether directly or indirectly, interested in a transaction
or arrangement that has been entered into by the Company shall declare the nature and
extent of their interest to the other directors as soon as is
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reasonably practicable in accordance with the Act unless the interest has already been
declared in accordance with Article 6.1 above.
6.3 Subject, to sections 177(5), 177(6), 182(5) and 182(6) of the Act, the disclosures
required under Articles 6.1 and 6.2 and to any terms and conditions imposed by the
directors, a director shall be entitled to vote in respect of any proposed or existing
transaction or arrangement with the Company in which they are interested and if they
shall do so their vote shall be counted and they shall be taken into account in
ascertaining whether a quorum is present.
6.4 A director need not declare an interest under clause 6.1 and clause 6.2 as the case may
be:
(a) if it cannot reasonably be regarded as likely to give rise to a conflict of interest;
(b) of which the director is not aware, although for this purpose a director is treated
as being aware of matters of which they ought reasonably to be aware;
(c) if, or to the extent that, the other directors are already aware of it, and for this
purpose the other directors are treated as aware of anything of which they ought
reasonably to be aware; or
(d) if, or to the extent that, it concerns the terms of their service contract that have
been, or are to be, considered at a board meeting.
7. DIRECTORS’ CONFLICTS OF INTEREST
7.1 The directors may, in accordance with the requirements set out in this article, authorise
any matter or situation proposed to them by any director which would, if not authorised,
involve a director breaching their duty under section 175 of the Act to avoid conflicts
of interest provided that the required quorum at the meeting at which the matter is
considered is met without counting the director in question or any other interested
director (Conflict).
7.2 Any authorisation of a Conflict under this article may (whether at the time of giving
the authorisation or subsequently):
(a) extend to any actual or potential conflict of interest which may reasonably be
expected to arise out of the matter so authorised;
(b) be subject to such terms and for such duration, or impose such limits or
conditions as the directors may determine; and
(c) be terminated or varied by the directors at any time.
This will not affect anything done by the director prior to such termination or variation
in accordance with the terms of the authorisation.
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7.3 In authorising a Conflict the directors may decide (whether at the time of giving the
authorisation or subsequently) that if a director has obtained any information through
their involvement in the Conflict otherwise than as a director of the Company and in
respect of which they owe a duty of confidentiality to another person, the director is
under no obligation to:
(a) disclose such information to the directors or to any director or other officer or
employee of the company; or
(b) use or apply any such information in performing their duties as a
director, where to do so would amount to a breach of that confidence.
7.4 Where the directors authorise a Conflict, they may (whether at the time of giving the
authorisation or subsequently) provide, without limitation, that the director:
(a) is excluded from discussions (whether at meetings of directors or otherwise)
related to the Conflict;
(b) is not given any documents or other information relating to the Conflict; and
(c) may or may not vote (or may or may not be counted in the quorum) at any
future meeting of directors in relation to any resolution relating to the Conflict.
7.5 Where the directors authorise a Conflict:
(a) the director will be obliged to conduct themself in accordance with any terms
imposed by the directors in relation to the Conflict, and insofar as they do not
do so their authorisation will no longer be valid; and
(b) the director will not infringe any duty they owe to the company by virtue of
sections 171 to 177 of the Act provided they act in accordance with such terms,
limits and conditions (if any) as the directors impose in respect of its
authorisation and provided that the conflicted director is not in breach of their
duties set out in s171 to 177 of the Act otherwise than by reason of the mere
existence of the conflict.
7.6 A director is not required, by reason of being a director (or because of the fiduciary
relationship established by reason of being a director), to account to the Company for
any remuneration, profit or other benefit which they derive from or in connection with
a relationship involving a Conflict which has been authorised by the directors or by the
Company in general meeting (subject in each case to any terms, limits or conditions
attaching to that authorisation) and no contract shall be liable to be avoided on such
grounds.
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8. RECORDS OF DECISIONS TO BE KEPT
8.1 Where decisions of the directors are taken by electronic means (including but not
limited to, telephone, text message and e-mail), such decisions shall be recorded by the
directors in permanent form, so that they may be read electronically.
9. NUMBER OF DIRECTORS
9.1 (a) Unless otherwise determined by ordinary resolution, the number of directors (other
than alternate directors) shall be a maximum of eleven and the minimum number of
directors shall be seven. When the minimum number of directors shall be one, a sole
director may exercise all powers and authorities vested in the directors by the Model
Articles and by these articles.
(b) No person shall be appointed or reappointed a director at any general meeting
unless either: –
they are recommended by the directors; or
not less than 40 clear days before the date appointed for the general meeting, notice
signed by not less than 10 members qualified to vote at the general meeting has been
sent by electronic means or recorded delivery mail to the Association’s registered office
of the intention to propose that person for appointment or reappointment, together with
notice signed by that person of their willingness to be appointed or reappointed.
(c) Subject to Article 9.1 (b) above, the Association may by ordinary resolution
appoint any person who is willing to act to be a director, either to fill a vacancy or as
an additional director.
(d) The directors may appoint a person who is willing to act to be a director, either
to fill a vacancy or as an additional director, provided that the appointment does not
cause the number of directors to exceed any number determined in accordance with
Article 9.1 above as the maximum number of directors and for the time being in force.
(e) Every director appointed or reappointed pursuant to Article 9.1 (c) or Article
9.1 (d) above shall, unless they vacate office earlier in accordance with these Articles,
hold office only until the conclusion of the fourth annual general meeting following
their last appointment or reappointment. Subject to Article 9.1 (b) above a director who
retires at an annual general meeting may, if willing to act, be reappointed subject to
Article 9.1 (f) below.
(f) No director may serve more than two consecutive terms of office on the Board
save in the circumstances set out below. Having served two consecutive terms, a
director must stand down from the Board for a minimum period of twelve months after
which time they may seek re- election as per Article 9.1 (b). A director vacating office
on this basis may however with the approval of the Board serve on a committee
convened as per article 19 but will no longer have a vote within the Board structure. If
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at the time of the Director vacating office there is no suitable candidate to replace them,
then they may be reappointed to serve a further one year term of office. For the
avoidance of doubt, a director may serve as many one year terms of office as they are
willing to serve but subject always to their reappointment after each one year term.
(g) No director other than an executive director may receive any remuneration for
their services in their capacity as director. This notwithstanding, nothing contained in
these Articles is to prohibit payment by the Association of any sum for the
reimbursement of previously agreed and properly authorised expenses.
EXECUTIVE DIRECTORS
(h) The Board shall appoint a Chief Executive Officer, Administration Officer and
a Finance Officer from among their number and may at any time remove from office any person
so appointed and appoint another director in their stead, provided always that no director may
hold more than one such executive office at a time.
(i) The Chief Executive Officer shall, unless they are unwilling to do so, preside
as chairman at every meeting of the Board at which they are present: but if they are unwilling
to preside or is not present within 5 minutes after the time appointed for the meeting, the
directors present may choose one of their number to be chairman of the meeting.
ALTERNATE DIRECTORS
9.2 Any director (other than an alternate director) (in this article, the appointor) may
appoint any person (whether or not a director) to be an alternate director.
9.3 Any appointment or removal of an alternate director must be effected by notice in
writing to the Company signed by the appointor, or in any other manner approved by
the directors.
9.4 The notice must:
(a) identify the proposed alternate; and
(b) in the case of a notice of appointment, contain a statement signed by the
proposed alternate that they are willing to act as the alternate of the director
giving the notice.
9.5 An alternate director has the same rights, in relation to any decision of the directors,
as the alternate’s appointor.
9.6 Except as the Articles specify otherwise, alternate directors:
(a) are deemed for all purposes to be directors;
(b) are liable for their own acts and omissions;
(c) are subject to the same restrictions as their appointors; and
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(d) are not deemed to be agents of or for their appointors,
and, in particular (without limitation), each alternate director shall be entitled to receive
notice of all meetings of directors and of all meetings of committees of directors of
which their appointor is a member.
9.7 A person who is an alternate director but not a director:
(a) may be counted as participating for the purposes of determining whether a
quorum is present (but only if that person’s appointor is not participating); and
(b) may participate in a unanimous decision of the directors (but only if their
appointor is an eligible director in relation to that decision and does not
themself participate).
9.8 A director who is also an alternate director is entitled, in the absence of their appointor,
to a separate vote on behalf of their appointor, in addition to their own vote on any
decision of the directors (provided that their appointor is an eligible director in relation
to that decision).
9.9 An alternate director may be paid expenses and may be indemnified by the Company
to the same extent as if they were a director but shall not be entitled to receive from the
Company any remuneration in their capacity as an alternate director except such part
(if any) of the remuneration otherwise payable to the alternate’s appointor as the
appointor may by notice in writing to the Company from time to time direct.
9.10 An alternate director’s appointment as an alternate terminates:
(a) when the alternate’s appointor revokes the appointment by notice to the
Company in writing specifying when it is to terminate;
(b) on the occurrence, in relation to the alternate, of any event which, if it occurred
in relation to the alternate’s appointor, would result in the termination of the
appointor’s appointment as a director; or
(c) when the alternate director’s appointor ceases to be a director for whatever
reason.
10. APPOINTMENT AND REMOVAL OF DIRECTORS
(a) In any case where, as a result of death or bankruptcy, the company has no
shareholders and no directors, the personal representatives of the last member to have
died or to have a bankruptcy order made against them (as the case may be) have the
right, by notice in writing, to appoint a natural person, who is willing to act and is
permitted to do so, to be a director.
(b) If so resolved by the majority of directors present at any properly convened
Board meeting any director may be asked to resign with immediate effect or on a
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particular stated date. If such director refuses to resign then the Board may by like
resolution remove them from office and may appoint another member of the
Association, willing to act, in their place. A director so removed by the Board has the
right of appeal to the members in general meeting.
(c) The office of a director shall be vacated if: –
(i) he ceases to be a director by virtue of any provision of the Act or they become
prohibited by law from being a director; or
(ii) they become bankrupt or makes any arrangement or composition with their
creditors generally; or
(iii) they are, or may be, suffering from mental disorder and either: –
(iv) they are admitted to hospital in pursuance of an application for admission for
treatment under the Mental Health Act 1983 or, in Scotland, an application for
admission under the Mental Health (Scotland) Act 1960; or
(v) an order is made by a court having jurisdiction (whether in the United Kingdom
or elsewhere) in matters concerning mental disorder for their detention or for the
appointment of a receiver, curator bonis or other person to exercise powers with respect
to their property or affairs; or
(vi) they resign their office by not less than one month’s written notice to the
Association; or
(vii) they cease for any reason to be a member of the Association; or
(viii) they shall have been absent from 3 consecutive meetings of the Board without
permission of the directors and the Board resolves that their office be vacated.
11. SECRETARY
The Company is not required to have a secretary, but the directors may choose to
appoint any person who is willing to act as the secretary for such term, at such
remuneration and upon such conditions as they may think fit and from time to time
remove such person and, if the directors so decide, appoint a replacement, in each case
by a decision of the directors.
12. GENERAL MEETINGS
12.1 All general meetings including the annual general meeting shall be called by at least 14
clear days notice by either written or electronic means, this includes methods such as
email, social media and web site, to inform all members who are entitled to attend.
12.2 At a general meeting convened either in person or via video or teleconference, on a show
of hands or an indication of consent via text or verbal means, every member shall have
one vote.
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12.3 Where a poll is demanded, each member present in person or by proxy shall have one
vote.
12.4 For the purposes of article 24 of the Model Articles, No business shall be transacted at
any general meeting unless a quorum is present. A quorum shall be twenty five
individual members present, either in person or via video or teleconference at the
meeting, excluding those elected Board members.
12.5 If a quorum is not present within half an hour from the time appointed for a general
meeting the general meeting shall stand adjourned to the same day in the next week at
the same time and place or to such other day and at such other time and place as the
Board may determine; and if at the adjourned general meeting a quorum is not present
within half an hour from the time appointed therefore such adjourned general meeting
shall be dissolved.
12.6 An annual general meeting of the Association, chaired by the Chief Executive Officer
or a member duly nominated by them for that role will be held no later than the 28th
February in each year for the following purposes
12.6.1 To view, discuss and approve the minutes of the Association’s preceding annual
general meeting. A copy of such minutes will be made available electronically to all
individual members at least fourteen days in advance of the annual general meeting
12.6.2 To view, discuss and approve the Association’s annual accounts for the immediately
previous accounting reference period. A copy of such accounts, duly audited, will be
made available electronically to all individual members at least fourteen days in
advance of the annual general meeting.
12.6.3 To ratify the appointments of presidents and honorary members and appoint such
honorary officers, advisors or contractors as deemed appropriate or recommended by
the Board and to agree any remuneration for such appointments.
12.6.4 To reappoint directors retiring at the annual general meeting and to appoint new
directors and to agree any remuneration for such appointments whether new or existing
appointees, subject to 9.1(g)
12.6.5 To appoint an auditor if auditors are required to be appointed.
12.6.6 To discuss such business as shall have been notified in writing to the Administration
Officer and received by them no later than the 15th January immediately preceding the
date of the annual general meeting. The inclusion of such business within the annual
general meeting will require the endorsement of five individual members via written or
electronic means.
12.6.7 To discuss any other business specified in the notice of the meeting.
12.6.8 To discuss in open forum any other business brought up from the floor of the meeting
with the approval of the chairman.
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12.7 The Board may call general meetings of the Association and these shall be convened
by the Board on the requisition of not less than twenty five individual members of the
Association or by members representing not less than one tenth of the total voting rights
of all the members having, at the date of deposit of the requisition, a right to vote at
general meetings, whichever shall be the lesser. Any such requisition must state the
proposed business of such meeting and shall be deposited at the registered office.
12.8 Any request for a GM shall be accompanied by a deposit of £250 (two hundred & fifty)
to be lodged by the requisititionists with the Association to defray the costs incurred in
calling the GM. Subsequent to the holding of the GM such deposit may be returned in
full or part to the requisititionists as determined by resolution of the GM.
12.9 If the Board does not within 21 days from the date of deposit of the requisition proceed
duly to convene a meeting, the requisitionists, or any of them representing more than
one half of the total voting rights of all of them, may themselves convene a meeting,
but any meeting so convened shall not be held after the expiration of 3 months from
that date.
13. Proxies
13.1 Article 31(1) (d) of the Model Articles shall be deleted and replaced with the words “is
delivered to the company in accordance with the Articles not less than 48 hours before
the time appointed for holding the meeting or adjourned meeting at which the right to
vote is to be exercised and in accordance with any instructions contained in the notice
of the general meeting (or adjourned meeting) to which they relate”.
14. NOTICE
14.1 Any notice, document or other information shall be deemed served on or delivered to
the intended recipient:
(a) if properly addressed and sent by prepaid United Kingdom first class post to
an address in the United Kingdom, 48 hours after it was posted;
(b) if properly addressed and delivered by hand, when it was given or left at the
appropriate address;
(c) if properly addressed and sent or supplied by electronic means, one hour after
the document or information was sent or supplied; and
(d) if sent or supplied by means of a website, when the material is first made
available on the website or (if later) when the recipient receives (or is deemed
to have received) notice of the fact that the material is available on the website.
For the purposes of this article, no account shall be taken of any part of a day that
is not a working day.
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14.2 In proving that any notice, document or other information was properly addressed, it
shall be sufficient to show that the notice, document or other information was delivered
to an address permitted for the purpose by the Act.
15. INDEMNITY
15.1 Subject to article 15.2, but without prejudice to any indemnity to which a relevant
officer is otherwise entitled:
(a) each relevant officer shall be indemnified out of the company’s assets against
all costs, charges, losses, expenses and liabilities incurred by them as a
relevant officer:
(i) in the actual or purported execution and/or discharge of their duties,
or in relation to them; and
(ii) in relation to the company’s (or any associated company’s) activities
as trustee of an occupational pension scheme (as defined in section
235(6) of the Act),
including (in each case) any liability incurred by them in defending any civil
or criminal proceedings, in which judgment is given in their favour or in which
they are acquitted or the proceedings are otherwise disposed of without any
finding or admission of any material breach of duty on their part or in
connection with any application in which the court grants them, in their
capacity as a relevant officer, relief from liability for negligence, default,
breach of duty or breach of trust in relation to the company’s (or any associated
company’s) affairs, but not including any of the matters set out in section 234(3)
of the Act; and
(b) the Company may provide any relevant officer with funds to meet expenditure
incurred or to be incurred by them in connection with any proceedings or
application referred to in article 15(1)(a) and otherwise may take any action to
enable any such relevant officer to avoid incurring such expenditure.
15.2 This article does not authorise any indemnity which would be prohibited or rendered
void by any provision of the Companies Acts or by any other provision of law.
15.3 In this article:
companies are associated if one is a subsidiary of the other or both are subsidiaries
of the same body corporate; and
a “relevant officer” means any director or other officer or former director or other
officer of the company or an associated company (including any company which is
a trustee of an occupational pension scheme (as defined by section 235(6) of the
Act), but excluding in each case any person engaged by the company (or
SCTA Articles ~ Page 16 of 18 (approved EGM 28th March 2021)
associated company) as auditor (whether or not they are also a director or other
officer), to the extent they act in their capacity as auditor).
16. INSURANCE
The directors may decide to purchase and maintain insurance, at the expense of the
company, for the benefit of any relevant officer in respect of any relevant loss.
17. POWERS AND DUTIES OF THE BOARD
The business of the Association shall be managed by the Board, who may pay all
expenses incurred in promoting and registering the Association, and may exercise all
such powers of the Association as are not, by the Act or by these Articles, required to
be exercised by the Association in general meeting, subject nevertheless to the
provisions of the Act or these Articles and to such regulations, being not inconsistent
with the aforesaid provisions, as may be prescribed by the Association in general
meeting; but no regulation made by the Association in general meeting shall invalidate
any prior act of the Board which would have been valid if that regulation had not been
made.
18 BORROWING POWERS
The directors may exercise all the powers of the Association to borrow money without
limit as to amount and upon such terms and in such manner as they think fit, and to
grant any mortgage, charge or standard security over its undertaking and property, or
any part thereof, and to issue debentures, whether outright or as security for any debt,
liability or obligation of the Association or of any third party.
19 COMMITTEES
19.1 The Board may delegate any of their powers to committees consisting of such members
of their body as they think fit; any committee so formed shall in the exercise of the
powers so delegated fully conform to any regulation, restriction or condition that may
be imposed on it by the Board and shall fully and promptly report all acts and
proceedings to the Board as soon as is reasonably practicable.
19.2 A committee will consist of individual members of the Association co-opted by the
Board or the Board’s delegate to serve on the committee. Such committee members act
in an advisory capacity only have no Board voting rights and cannot commit the Board
to any particular course of action.
19.3 The quorum for the transaction of the business of a committee shall be three. A
committee may elect a chairman of its meetings, if no such chairman is elected, or if at
any meeting the chairman is not present within five minutes after the time
SCTA Articles ~ Page 17 of 18 (approved EGM 28th March 2021)
appointed for holding the same, the members present may choose one of their numbers
to be chairman of the meeting.
19.4 The Chief Executive Officer or any other director nominated by them shall be an ex
officio member of every committee and may act as secretary to such committees.
19.5 A committee may meet and adjourn as it thinks proper. Questions arising at any
meeting shall be determined by a majority of votes of the members present and in the
case of an equality of votes the chairman shall have a second or casting vote.
20 BOARD MINUTES
Minutes of every Board meeting will be kept and once signed by the chairman of that
meeting or the next meeting, shall be open to the inspection of the members in
accordance with the Act. Additionally and without prejudice to the generality of the
Act, all signed minutes will be available electronically within fourteen days of their
signing, to individual members who have registered their interest in receiving minutes
on an electronic basis.
21. ACCOUNTS
21.1 The Board shall cause accounting records to be kept in accordance with the provisions
of the Act.
21.2 The accounting records shall be kept at the registered office of the Association or,
subject to the provisions of the Act, at such other place or places as the Board thinks fit,
and shall always be open to the inspection of the officers of the Association.
21.3 The Board shall from time to time determine whether and to what extent and at what
times and places and under what conditions or regulations the accounts and books of the
Association or any of them shall be open to the inspection of members not being
members of the Board, and no member (not being a member of the Board) shall have
any right of inspecting any account or book or document of the Association except as
conferred by statute or authorised by the Board or by the Association in general meeting.
21.4 The Board shall from time to time in accordance with the provisions of the Act, cause
to be prepared and to be laid before the Association in general meeting such profit and
loss accounts, balance sheets, group accounts (if any) and reports as are referred to in
those provisions.
21.5 A copy of every balance sheet (including every document required by law to be annexed
thereto) which is to be laid before the Association in general meeting, together with a
copy of the auditor’s report and Board’s report, shall not less than fourteen days before
the date of the meeting be made available electronically to every member of the
Association and every person entitled to receive notice of general meetings of the
Association.
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21.6 At intervals not greater than two months the Financial Officer will place before the
Board key performance indicators for the preceding two months. These key performance
indicators will constitute relevant measurement of membership numbers, income
receipts and expenditures and other relevant information as required by and instructed
to the Financial Officer by the Board.
22 RULES or BYE LAWS
22. (a) The directors may from time to time make such rules or bye-laws as they may deem
necessary or expedient or convenient for the proper conduct and management of the
Association and for the purposes of prescribing the classes of and conditions of
membership, and in particular but without prejudice to the generality of the foregoing,
they shall by such rules or bye-laws regulate:-
(b) The admission and classification of members of the Association, and the rights
and privileges of such members, and the conditions of membership and the terms on
which members may resign or have their membership terminated and the entrance fees,
subscriptions and other fees or payments to be made by members.
(c) The conduct of members of the Association in relation to one another and to
the Association’s servants.
(d) Setting aside of the whole or any part or parts of the Association’s premises at
any particular time or times or for any particular purpose or purposes.
(e) The procedure at general meetings and meetings of the directors and
committees of the Association in so far as such procedure is not regulated by these
presents.
(f) Generally, all such matters as are commonly the subject matter of Company
rules.
(g) The Association has a “disciplinary code of conduct” with which all members
must comply. Failure to comply or a breach of this code will entitle the Association to
exercise sanctions against the member, which in the event of a serious breach may
include expulsion from the Association
(h) The Association in general meeting shall have power to alter or repeal the rules
or bye-laws and to make additions thereto and the directors shall adopt such means as
they deem sufficient to bring to the notice of members of the Association all such rules
or bye-laws, which so long as they shall be in force, shall be binding on all members
of the Association. Provided, nevertheless, that no rule or bye-law shall be inconsistent
with, or shall affect or repeal anything contained in, the Articles of Association of the
Association.

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1. DISCLAIMER
This booklet is intended to provide only a précis of the Association’s objectives and management.
Nothing contained in this booklet will affect or repeal anything contained within the Articles as
registered with Companies House. If there is any conflict between the summary contained in this
booklet and the Articles then the Articles as registered with Companies House will take precedence.
A copy of the full Articles is available on request from the Association Administrator or via a PDF file
on the SCTA website.
2. ASSOCIATION OBJECTIVES
To promote and encourage in every way at local, national and international level the sport of clay
pigeon shooting and to act as the sole governing or delegating body for the sport in Scotland. In
cooperation with the Clay Pigeon Shooting Association (England), Irish Clay Pigeon Shooting
Association (Ireland), Ulster Clay Pigeon Shooting Association (Northern Ireland) and Welsh Clay
Target Shooting Association (Wales) promote the sport of clay pigeon shooting throughout the UK;
to liaise with or affiliate to, as deemed appropriate with all necessary international bodies for the
furtherance of the sport.
In co-operation with the Scottish Target Shooting (STS) consult and liaise with sportscotland,
Commonwealth Games Council (Scotland) and any other body as deemed necessary for the
furtherance of the sport at local, national and international level.
Represent clay pigeon shooting within the federated body The Scottish Target Shooting Federation
(STS) for the furtherance of Scottish shooting in those shooting disciplines (rifle, pistol and clay
pigeon) approved and supported by sportscotland, this representation is specific to shooting at
Commonwealth Games level. For the purposes of this specific representation the Association
acknowledge the STS as the delegating body and will abide by those published rules and terms of
reference of the STS mutually agreed and acknowledged in writing by the Association’s
management board.
To enter into any arrangements with any government or authority (supreme, municipal, local, or
otherwise) that may seem conducive to the attainment of the Association’s objects or any of them,
and to obtain from any such government or authority any charters, decrees, rights, privileges or
concessions which the Association may think desirable and to carry out, exercise, and comply with
any such charters, decrees, rights, privileges, and concessions; and
3. MEMBERS’ LIABILITY
The liability of the members is limited.
Every Member of the Company undertakes to contribute such amount as may be required (not
exceeding £1) to the company’s assets if it should be wound up while they are a member or within
one year after they cease to be a member, for payment of the company’s debts and liabilities
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contracted before they cease to be a member, and of the costs, charges and expenses of winding
up, and for the adjustment of the rights of the contributories among themselves.
The income and property of the Company shall be applied solely towards the promotion of its
Objects and no part shall be paid or transferred, directly or indirectly, by way of dividend, bonus or
otherwise by way of profit, to members of the Company, and no trustee shall be appointed to any
office of the Company paid by salary or fees or receive any remuneration or other benefit in money
or money’s worth from the Company.
If the Company is wound up or dissolved and after all its debts and liabilities have been satisfied
there remains any property it shall not be paid to or distributed among the members of the
Company, but shall be given or transferred to some other company or companies having objects
similar to the Objects which prohibits the distribution of its or their income and property to an
extent at least as great as is imposed on the Company by Clause 3.3, chosen by the members of the
Company at or before the time of dissolution and if that cannot be done then to some other
company.
4. MEMBERS
Membership of the Association shall compromise the separate groups as undernoted. The
Association reserves the right to decline any application for membership in any group at the
Association’s absolute discretion
• Individual member
• Trade member
• Affiliated member
Individual member of the Association shall be President who shall be an honorary official appointed
by the Board and confirmed at the subsequent AGM.
Honorary member appointed by the Board and confirmed at the subsequent AGM.
Any person on successful application and upon payment of an appropriate subscription fee, in the
various categories (e.g. Senior, Lady, Junior or Veteran etc.) as defined from time to time by the
Board.
Trade membership shall be available to bona fide businesses and companies related to or providing
connected services to the sport of clay pigeon shooting, upon successful application and payment
of an appropriate subscription fee as determined by the Board from time to time. Trade
membership shall not afford any person any of the rights and privileges of individual membership;
specifically trade membership does not bestow any voting rights at any meeting of the Association
Affiliated membership shall be available to any club or shooting ground providing facilities for clay
pigeon shooting upon successful application and payment of an appropriate affiliation fee as
determined by the Board from time to time. Affiliated membership shall not afford any person any
of the rights and privileges of individual membership; specifically affiliated membership does not
bestow any voting rights at any meeting of the Association.
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Individual members shall be entitled to attend all General Meetings of the Association and shall be
entitled to speak and (with the exception of members under eighteen years of age) vote. Individual
members of at least three years standing (with the exception of members under eighteen years of
age) shall have the right to stand for office (subject to 4.3 undernoted)
An individual member with a substantive interest in any business, company or enterprise connected
with or supplying services to the sport of clay pigeon shooting shall not be eligible to stand for office
within the Association. Such a person, with the approval of the Board may however serve on a
committee as per article 19, subject always to their due cognisance of potential conflicts of interest.
A member may at any time withdraw from the Association by giving notice in writing to the
Association. Membership shall not be transferable and shall cease on death.
All members in all of the above membership groups are bound by the rules and regulations of the
Association as contained within the Association’s published by-laws and code of conduct. Breach of
the by-laws and / or code of conduct will entitle the Association to exercise sanctions against the
member. Such sanctions may include temporary or permanent removal of membership entitlement
e.g. right to vote or stand for office and / or expulsion from the Association.
5. DIRECTORS MEETINGS
The directors may appoint a director to chair their meetings and the person so appointed for the
time being is known as the Chairman.
Meetings of the Board shall be held at intervals not greater than two months and shall be convened
by the Chief Executive Officer or two other directors upon giving not less than 14 days’ notice by
written or electronic means to all directors entitled to attend.
The Board may invite anyone to attend and speak at meetings of the Board. Save as hereinafter
provided, discussions between members of the Board shall at all times remain private and
confidential.
The quorum for the transaction of business at meetings of the Board will be five.
6. D IRE CTORS DEALINGS WITH THE COMPAN Y
A director who is in any way, whether directly or indirectly interested in a proposed transaction or
arrangement with the Company shall declare the nature and extent of their interest to the other
directors before the Company enters into the transaction or arrangement in accordance with the
Act.
A director who is in any way, whether directly or indirectly, interested in a transaction or
arrangement that has been entered into by the Company shall declare the nature and extent of
their interest to the other directors as soon as is reasonably practicable in accordance with the Act
unless the interest has already been declared
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7. DIRECTORS’ CONFLICT OF INTEREST
The directors may, in accordance with the requirements set out in this article, authorise any matter
or situation proposed to them by any director which would, if not authorised, involve a director
breaching their duty under section 175 of the Act to avoid conflicts of interest provided that the
required quorum at the meeting at which the matter is considered is met without counting the
director in question or any other interested director.
8. RECORD OF DECISIONS TO BE KEPT
Where decisions of the directors are taken by electronic means (including but not limited to,
telephone, text message and e-mail), such decisions shall be recorded by the directors in permanent
form, so that they may be read with the naked eye.
9. APPOINTMENT OF DIRECTOR S
Unless otherwise determined by ordinary resolution, the number of directors shall be a maximum
of eleven and the minimum number of directors shall be seven.
No person shall be appointed or reappointed a director at any general meeting unless either:-
• They are recommended by the directors;
or
• not less than 40 clear days before the date appointed for the general meeting, notice
signed by not less than 10 members qualified to vote at the general meeting has been
sent by recorded delivery mail to the Association’s registered office of the intention to
propose that person for appointment or reappointment, together with notice signed by
that person of their willingness to be appointed or reappointed.
Subject to Article 9.1 (b) the Association may by ordinary resolution appoint any person who is
willing to act to be a director, either to fill a vacancy or as an additional director.
The directors may appoint a person who is willing to act to be a director, either to fill a vacancy or
as an additional director, provided that the appointment does not cause the number of directors to
exceed any number determined in accordance with Article 9.1 as the maximum number of directors
and for the time being in force.
Every director appointed or reappointed pursuant to Article 9.1 (c) or Article 9.1 (d) shall, unless
they vacate office earlier in accordance with these Articles, hold office only until the conclusion of
the fourth annual general meeting following their last appointment or reappointment. Subject to
Article 9.1 (b) a director who retires at an annual general meeting may, if willing to act, be
reappointed subject to Article 9.1 (f).
No director may serve more than two consecutive terms of office on the Board. Having served two
consecutive terms, a director must stand down from the Board for a minimum period of twelve
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months after which time they may seek re-election as per Article 9.1 (b). If at the time of the
Director vacating office there is no suitable candidate to replace them, then that Director can
continue in their role with the approval of the Board for the following 12 months or until a suitable
replacement can be found. A director vacating office on this basis may however with the approval
of the Board serve on a committee convened as per article 19 but will no longer have a vote within
the Board structure.
No director other than an executive director may receive any remuneration for their services in
their capacity as director. This notwithstanding, nothing contained in these Articles is to prohibit
payment by the Association of any sum for the reimbursement of previously agreed and properly
authorised expenses.
Executive Directors
The Board shall appoint a Chief Executive Officer, Administration Officer and a Finance Officer from
among their number and may at any time remove from office any person so appointed and appoint
another director in their stead, provided always that no director may hold more than one such
executive office at a time.
The Chief Executive Officer shall, unless they are unwilling to do so, preside as chairman at every
meeting of the Board at which they are present: but if they are unwilling to preside or is not present
within 5 minutes after the time appointed for the meeting, the directors present may choose one
of their number to be chairman of the meeting.
10. REMOVAL OF DIRECTORS
If so resolved by the majority of directors present at any properly convened Board meeting any
director may be asked to resign with immediate effect or on a particular stated date. If such director
refuses to resign then the Board may by like resolution remove him from office and may appoint
another member of the Association, willing to act, in their place. A director so removed by the
Board has the right of appeal to the members in general meeting.
The office of a director shall be vacated if:-
• they cease to be a director by virtue of any provision of the Act or they become
prohibited by law from being a director; or
• they become bankrupt or makes any arrangement or composition with their creditors
generally; or
• an order is made by a court having jurisdiction (whether in the United Kingdom or
elsewhere) in matters concerning mental disorder for their detention or for the
appointment of a receiver, curator bonis or other person to exercise powers with respect
to their property or affairs; or
• they resign their office by not less than one month’s written notice to the Association;
or
• they cease for any reason to be a member of the Association; or
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• they have been absent from 3 consecutive meetings of the Board without permission of
the directors and the Board resolves that their office be vacated.
11. SECRETARY
The Company is not required to have a secretary, but the directors may choose to appoint any
person who is willing to act as the secretary for such term, at such remuneration and upon such
conditions as they may think fit and from time to time remove such person and, if the directors so
decide, appoint a replacement, in each case by a decision of the directors.
12. GENERAL MEETINGS
All general meetings including the annual general meeting shall be called by at least 14 clear days
notice by either written or electronic means, this includes methods such as email, social media and
web site, to inform all members who are entitled to attend.
At a general meeting, on a show of hands or an indication of consent via text or verbal means, every
member shall have one vote.
Where a poll is demanded, each member present in person or by proxy shall have one vote.
For the purposes of article 24 of the Model Articles, No business shall be transacted at any general
meeting unless a quorum is present. A quorum shall be twenty five individual members present,
either in person or via video or teleconference at the meeting, excluding those elected Board
members.
If a quorum is not present within half an hour from the time appointed for a general meeting the
general meeting shall stand adjourned to the same day in the next week at the same time and place
or to such other day and at such other time and place as the Board may determine; and if at the
adjourned general meeting a quorum is not present within half an hour from the time appointed
therefore such adjourned general meeting shall be dissolved.
An annual general meeting of the Association, chaired by the Chief Executive Officer or a member
duly nominated by him for that role will be held no later than the 28th February in each year for the
following purposes
• To view, discuss and approve the minutes of the Association’s preceding annual general
meeting. A copy of such minutes will be distributed and made available electronically to
all individual members at least fourteen days in advance of the annual general meeting
• To view, discuss and approve the Association’s annual accounts for the immediately
previous accounting reference period. A copy of such accounts, duly audited, will be
distributed and made available electronically to all individual members at least fourteen
days in advance of the annual general meeting.
• To ratify the appointments of presidents and honorary members and appoint such
honorary officers, advisors or contractors as deemed appropriate or recommended by
the Board and to agree any remuneration for such appointments.
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• To reappoint directors retiring at the annual general meeting and to appoint new
directors and to agree any remuneration for such appointments whether new or existing
appointees, subject to 9.1(g)
• To appoint an auditor if auditors are required to be appointed.
• To discuss such business as shall have been notified in writing to the Administration
Officer and received by him no later than the 15th January immediately preceding the
date of the annual general meeting. the endorsement of five individual members via
written or electronic means.
• To discuss any other business specified in the notice of the meeting.
• To discuss in open forum any other business brought up from the floor of the meeting
with the approval of the chairman.
The Board may call general meetings of the Association and these shall be convened by the Board
on the requisition of not less than twenty five individual members of the Association or by members
representing not less than one tenth of the total voting rights of all the members having, at the date
of deposit of the requisition, a right to vote at general meetings, whichever shall be the lesser. Any
such requisition must state the proposed business of such meeting and shall be deposited at the
registered office.
Any request for a GM shall be accompanied by a deposit of £250 (two hundred & fifty) to be lodged
by the requisititionists with the Association to defray the costs incurred in calling the GM.
Subsequent to the holding of the GM such deposit may be returned in full or part to the
requisititionists as determined by resolution of the GM.
If the Board does not within 21 days from the date of deposit of the requisition proceed duly to
convene a meeting, the requisitionists, or any of them representing more than one half of the total
voting rights of all of them, may themselves convene a meeting, but any meeting so convened shall
not be held after the expiration of 3 months from that date.
13. PROXIES
Article 31(1) (d) of the Model Articles shall be deleted and replaced with the words “is delivered to
the company in accordance with the Articles not less than 48 hours before the time appointed for
holding the meeting or adjourned meeting at which the right to vote is to be exercised and in
accordance with any instructions contained in the notice of the general meeting (or adjourned
meeting) to which they relate”.
14. NOTICE
Any notice, document or other information shall be deemed served on or delivered to the intended
recipient:
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• if properly addressed and sent by prepaid United Kingdom first class post to an address in
the United Kingdom, 48 hours after it was posted;
• if properly addressed and delivered by hand, when it was given or left at the appropriate
address;
• if properly addressed and sent or supplied by electronic means, one hour after the
document or information was sent or supplied; and
• if sent or supplied by means of a website, when the material is first made available on the
website or (if later) when the recipient receives (or is deemed to have received) notice of
the fact that the material is available on the website. For the purposes of this article, no
account shall be taken of any part of a day that is not a working day.
In proving that any notice, document or other information was properly addressed, it shall be
sufficient to show that the notice, document or other information was delivered to an address
permitted for the purpose by the Act.
15. POWERS AND DUTIES OF THE BOARD
The business of the Association shall be managed by the Board, who may pay all expenses incurred
in promoting and registering the Association, and may exercise all such powers of the Association
as are not, by the Act or by these Articles, required to be exercised by the Association in general
meeting, subject nevertheless to the provisions of the Act or these Articles and to such regulations,
being not inconsistent with the aforesaid provisions, as may be prescribed by the Association in
general meeting; but no regulation made by the Association in general meeting shall invalidate any
prior act of the Board which would have been valid if that regulation had not been made.
16. BORROWING POWERS
The directors may exercise all the powers of the Association to borrow money without limit as to
amount and upon such terms and in such manner as they think fit, and to grant any mortgage,
charge or standard security over its undertaking and property, or any part thereof, and to issue
debentures, whether outright or as security for any debt, liability or obligation of the Association or
of any third party.
17. COMMITTEE S
The Board may delegate any of their powers to committees consisting of such members of their
body as they think fit; any committee so formed shall in the exercise of the powers so delegated
fully conform to any regulation, restriction or condition that may be imposed on it by the Board and
shall fully and promptly report all acts and proceedings to the Board as soon as is reasonably
practicable.
A committee will consist of individual members of the Association co-opted by the Board or the
Board’s delegate to serve on the committee. Such committee members act in an advisory capacity
only have no Board voting rights and cannot commit the Board to any particular course of action.
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The quorum for the transaction of the business of a committee shall be three. A committee may
elect a chairman of its meetings, if no such chairman is elected, or if at any meeting the chairman is
not present within five minutes after the time appointed for holding the same, the members
present may choose one of their numbers to be chairman of the meeting.
The Chief Executive Officer or any other director nominated by him shall be an ex officio member
of every committee and may act as secretary to such committees.
A committee may meet and adjourn as it thinks proper. Questions arising at any meeting shall be
determined by a majority of votes of the members present and in the case of an equality of votes
the chairman shall have a second or casting vote.
18. BOARD MINUTES
Minutes of every Board meeting will be kept and once signed by the chairman of that meeting or
the next meeting, shall be open to the inspection of the members in accordance with the Act.
Additionally and without prejudice to the generality of the Act, all signed minutes will be available
electronically within fourteen days of their signing, to individual members who have registered their
interest in receiving minutes on an electronic basis.
19. ACCOUN T S
The Board shall cause accounting records to be kept in accordance with the provisions of the Act.
The accounting records shall be kept at the registered office of the Association or, subject to the
provisions of the Act, at such other place or places as the Board thinks fit, and shall always be open
to the inspection of the officers of the Association.
The Board shall from time to time determine whether and to what extent and at what times and
places and under what conditions or regulations the accounts and books of the Association or any
of them shall be open to the inspection of members not being members of the Board, and no
member (not being a member of the Board) shall have any right of inspecting any account or book
or document of the Association except as conferred by statute or authorised by the Board or by the
Association in general meeting.
The Board shall from time to time in accordance with the provisions of the Act, cause to be prepared
and to be laid before the Association in general meeting such profit and loss accounts, balance
sheets, group accounts (if any) and reports as are referred to in those provisions.
A copy of every balance sheet (including every document required by law to be annexed thereto)
which is to be laid before the Association in general meeting, together with a copy of the auditor’s
report and Board’s report, shall not less than fourteen days before the date of the meeting be sent
and / or made available electronically to every member of the Association and every person entitled
to receive notice of general meetings of the Association.
SUMMARY OF ASSOCIATION OBJECTIVES & MANAGEMENT
PRÉCIS OF THE ARTICLES APPROVED BY AGM 14TH FEBRUARY 2021 PAGE 11
At intervals not greater than two months the Financial Officer will place before the Board key
performance indicators for the preceding two months. These key performance indicators will
constitute relevant measurement of membership numbers, income receipts and expenditures and
other relevant information as required by and instructed to the Financial Officer by the Board.
20. RU LE S & BY E L AW S
The directors may from time to time make such rules or bye-laws as they may deem necessary or
expedient or convenient for the proper conduct and management of the Association and for the
purposes of prescribing the classes of and conditions of membership, and in particular but without
prejudice to the generality of the foregoing, they shall by such rules or bye-laws regulate:-
• The admission and classification of members of the Association, and the rights and
privileges of such members, and the conditions of membership and the terms on which
members may resign or have their membership terminated and the entrance fees,
subscriptions and other fees or payments to be made by members.
• The conduct of members of the Association in relation to one another and to the
Association’s servants.
• Setting aside of the whole or any part or parts of the Association’s premises at any
particular time or times or for any particular purpose or purposes.
• The procedure at general meetings and meetings of the directors and committees of the
Association in so far as such procedure is not regulated by these presents.
• Generally, all such matters as are commonly the subject matter of Company rules.
The Association has a “disciplinary code of conduct” with which all members must comply. Failure
to comply or a breach of this code will entitle the Association to exercise sanctions against the
member, which in the event of a serious breach may include expulsion from the Association.
The Association in general meeting shall have power to alter or repeal the rules or bye-laws and to
make additions thereto and the directors shall adopt such means as they deem sufficient to bring
to the notice of members of the Association all such rules or bye-laws, which so long as they shall
be in force, shall be binding on all members of the Association. Provided, nevertheless, that no rule
or byelaw shall be inconsistent with, or shall affect or repeal anything contained in, the Articles of
Association of the Association.

SCTA Child Protection Policy – Downloads in a PDF Format

Scottish Clay Target Association

Privacy Notice for Members

Last updated: 1 October 2026

The Scottish Clay Target Association Limited (“SCTA”, “we”, “us” or “our”) is the governing body for clay target shooting in Scotland.

This Privacy Notice explains how we collect, use, store and share personal information relating to our members and prospective members.

SCTA Limited is a “controller” of the personal information that you provide to us, unless otherwise stated.

We process personal information in accordance with applicable data protection legislation, including the UK General Data Protection Regulation (“UK GDPR”) and the Data Protection Act 2018.

What Personal Information We Collect

When you apply for membership, renew your membership, participate in SCTA activities or competitions, or otherwise interact with us as a member, we may collect and process information including:

• Identity and contact information – including your name, address, email address, telephone number and date of birth.

• Membership information – including your membership number, membership status, discipline, club or organisation affiliation, competition entries and scores.

• Firearms licensing information – including relevant information concerning your shotgun certificate and, where necessary, its validity.

• Qualification and training information – including coaching qualifications, relevant training, mandatory safeguarding training and PVG scheme information where applicable.

• Safeguarding information – where necessary for safeguarding purposes, including information relating to PVG scheme membership and relevant safeguarding concerns.

• Equality and diversity information – where collected, information such as gender may be used for legitimate equality, participation, competition or statistical purposes. Information concerning sexual orientation is special category data and will only be collected and processed where there is a lawful basis and an appropriate special category condition under data protection law.

• Communications and correspondence – including enquiries, complaints, disciplinary matters and other communications between you and SCTA.

• Images and recordings – photographs and video recordings taken at SCTA competitions, events and activities.

We will only collect personal information that is adequate, relevant and limited to what is necessary for the purposes for which it is processed.

Why We Need Your Personal Information – Membership and Contractual Purposes

We need to process certain personal information in order to administer your membership and provide the services associated with membership.

Our lawful basis for this processing will generally be that it is necessary for the performance of a contract with you, or necessary in order to take steps at your request before entering into a membership contract.

We may use your information to:

• process and administer your membership application and renewal;

• establish and maintain your membership account;

• provide membership services and benefits;

• administer insurance and other membership-related services;

• administer competition entries and results;

• record scores and maintain relevant sporting records;

• verify eligibility for competitions and disciplines;

• communicate with you regarding your membership;

• send membership renewals and essential membership information;

• administer relevant qualifications and training;

• administer safeguarding and PVG requirements where applicable; and

• provide other services that form part of your membership.

If you do not provide information that is necessary for these purposes, we may be unable to provide certain membership services or allow you to participate in particular activities or competitions.

Why We Need Your Personal Information – Legitimate Interests

We may also process personal information where this is necessary for our legitimate interests, provided that those interests are not overridden by your interests, rights or freedoms.

Our legitimate interests include:

Promoting and developing clay target shooting

We may use members’ contact details to provide information about SCTA activities, competitions, events, courses, opportunities and developments within the sport.

Administering competitions

We may process information required to organise and administer competitions, including checking eligibility, age categories, gender categories, disciplines, classifications and other competition requirements.

Competition results may include participants’ names, membership numbers, scores, classifications and other information necessary to administer and publish sporting results.

Maintaining qualifications and training

We may use members’ information to administer qualifications and training requirements, including communicating with members about courses, renewals, mandatory training and safeguarding requirements.

Safeguarding and disciplinary matters

We may process personal information where necessary to investigate complaints, safeguarding concerns, allegations or other matters relating to SCTA activities and membership.

This may include taking appropriate disciplinary or safeguarding action where required.

Developing the sport

We may use appropriate information to understand participation, competition and membership trends and to support the development and promotion of clay target shooting.

Where possible, information used for statistical or analytical purposes will be anonymised or aggregated.

Images, Photography and Video

SCTA competitions, events and activities may be photographed or filmed.

Images and recordings may be used for legitimate organisational purposes including:

• promoting clay target shooting;

• promoting SCTA competitions and events;

• reporting on sporting activities;

• educational and development purposes;

• publications and newsletters;

• SCTA websites and social media channels; and

• promotional materials.

Where appropriate, we will provide information at events regarding photography and filming.

If you have particular concerns about the use of an identifiable image of you, please contact SCTA using the details below.

Legal Obligations and Safeguarding

SCTA may be required to process personal information in order to comply with legal obligations.

This includes obligations relating to safeguarding children and protected adults and the Protecting Vulnerable Groups (PVG) scheme.

In Scotland, PVG scheme membership is a legal requirement for individuals carrying out a regulated role with children, protected adults or both, where the role falls within the relevant statutory requirements.

From 1 April 2025, the terminology changed from “regulated work” to “regulated roles”. Organisations must ensure that appropriate PVG scheme membership is in place before an individual carries out a regulated role where membership is required.

SCTA may therefore process relevant information for the purposes of:

• determining whether a role is a regulated role;

• administering PVG scheme requirements;

• confirming appropriate PVG scheme membership;

• safeguarding children and protected adults;

• complying with legal duties relating to referrals and safeguarding; and

• complying with other applicable legal and regulatory requirements.

PVG scheme membership is now subject to a five-year renewal period, following changes introduced from 1 April 2026.

Special Category Personal Information

Some information that SCTA may process is classified as special category personal data under the UK GDPR.

This may include information concerning sexual orientation and, where applicable, information concerning health or other protected characteristics.

Special category information will only be processed where SCTA has:

1. an appropriate lawful basis under Article 6 of the UK GDPR; and

2. an applicable condition under Article 9 of the UK GDPR and, where required, the Data Protection Act 2018.

We will only collect and process such information where it is necessary and proportionate for a specific purpose, and we will apply appropriate safeguards.

The UK GDPR requires organisations to provide additional protection for special category information.

Criminal Offence and Disclosure Information

Where SCTA processes information relating to criminal convictions, offences or safeguarding checks, this information will only be processed where permitted by applicable data protection law and where an appropriate legal condition applies.

This may include processing required in connection with safeguarding, PVG scheme membership, regulated roles, disciplinary procedures or legal obligations.

Who We Share Your Personal Information With

We may share personal information where necessary and lawful with:

• relevant sporting governing bodies and competition partners;

• clubs and affiliated organisations where necessary to administer competitions or membership;

• Disclosure Scotland, where required for PVG and safeguarding purposes;

• Police Scotland and other statutory authorities where legally required or necessary for safeguarding;

• relevant regulatory or public authorities;

• insurers and insurance providers where necessary to provide membership or insurance services;

• professional advisers, including legal and accounting advisers;

• technology, IT and service providers who process information on our behalf; and

• other organisations where disclosure is necessary to comply with a legal obligation or protect individuals from harm.

Where we use third-party service providers to process personal information on our behalf, we will take appropriate steps to ensure that they process the information only in accordance with our instructions and applicable data protection law.

We will only disclose the personal information that is necessary and proportionate for the relevant purpose.

Sharing Sporting Information

SCTA may share appropriate sporting information with other governing bodies and organisations where this is necessary to administer competitions, maintain fair competition and verify eligibility.

This may include a shooter’s:

• name;

• membership number;

• discipline;

• classification;

• competition results; and

• other information reasonably required for the administration of the sport.

International Transfers

Where personal information is transferred outside the United Kingdom, SCTA will ensure that the transfer is carried out in accordance with applicable UK data protection law.

Where required, appropriate safeguards will be put in place for international transfers, such as an adequacy regulation or appropriate contractual safeguards.

How We Protect Your Personal Information

We take appropriate technical and organisational measures to protect personal information against unauthorised access, accidental loss, destruction, alteration or disclosure.

Personal information is stored electronically and may be held on systems operated by SCTA or by service providers acting on our behalf.

Access to personal information is restricted to staff, directors, authorised volunteers and service providers who require access for legitimate organisational purposes.

How Long We Keep Your Personal Information

We will retain personal information only for as long as it is necessary for the purposes for which it was collected, including where necessary to comply with legal, accounting, insurance, safeguarding or regulatory requirements.

Different categories of information may therefore be retained for different periods.

Where a member does not renew their membership, we will normally review their personal information after six years and may delete or anonymise information that is no longer required, unless there is a legitimate or legal reason to retain it for longer.

Information relating to safeguarding, disciplinary matters, legal claims, insurance or other regulatory requirements may need to be retained for longer where justified by the circumstances.

Where information is no longer required, we will securely delete it or anonymise it.

Your Rights

Depending on the circumstances and the lawful basis on which we process your personal information, you may have rights under data protection law including:

• The right to be informed about how your personal information is used.

• The right of access to personal information we hold about you.

• The right to rectification if your personal information is inaccurate or incomplete.

• The right to erasure of your personal information in certain circumstances.

• The right to restrict processing in certain circumstances.

• The right to object to certain processing, including processing based on legitimate interests.

• The right to data portability in certain circumstances where applicable.

• Rights relating to automated decision-making and profiling, where applicable.

These rights are not absolute and may not apply in every situation.

For example, we may be entitled or required to retain or process certain information because of legal obligations, safeguarding requirements, legal claims or other legitimate purposes.

The ICO recommends that privacy information clearly explains the applicable rights and, in particular, brings the right to object clearly to individuals’ attention where legitimate interests are relied upon.

How to Exercise Your Rights

If you wish to exercise any of your data protection rights, or have a question about how SCTA uses your personal information, please contact:

Scottish Clay Target Association Limited
PO Box 29475
Cupar
Fife
KY14 7BW

Telephone: 07776 256539
Email: administrator@scta.co.uk

We may need to verify your identity before dealing with a request.

We will normally respond to valid requests within the period required by applicable data protection legislation.

Complaints

If you have concerns about the way SCTA has handled your personal information, please contact us first so that we have an opportunity to investigate and resolve your concern.

You also have the right to complain to the Information Commissioner’s Office (ICO) if you believe that your personal information has been processed unlawfully or that your data protection rights have not been respected.

Information about making a complaint is available from the ICO.

Data Controller Details

Scottish Clay Target Association Limited

A company limited by guarantee, registered in Scotland.

Company number: SC210947

Registered office:
Macfarlane Gray House
Castlecraig Business Park
Springbank Road
Stirling
FK7 7WT

Membership and administration:
PO Box 29475
Cupar
Fife
KY14 7BW

Telephone: 07776 256539
Email: administrator@scta.co.uk

The company remains active and Companies House currently records company number SC210947 and the Stirling registered office above.

Privacy Notice version: 1.0
Effective date: 1 October 2026
Review date: 1 October 2027

Social Media / Cyber Bullying

1. The purpose of this policy is to provide guidelines for the protection of the health,
safety and well-being of all members of the Governing Bodies constituting the ICTSC
(CPSA, ICPSA, SCTA, UCPSA and WCTA) and all those who participate in the activities
organised by these bodies.

2. Social media, for the purpose of this policy, should broadly be understood to include,
but not confined to, Facebook, Twitter, blogs, chat rooms, electronic newsletters,
message boards, microblogs, online forums, wikis, and other social networking sites
and services that permit users to share information with others in a
contemporaneous manner.

3. Social media in all its forms is now so easily accessible the opportunity to both post
and receive improper comments and statements has dramatically increased. Bullying
and harassment in all forms is considered by the ICTSC to be unacceptable.

4. Messages or statements made using social media are often instantaneous and,
whilst a useful medium to promote our sport, improper use thereof to post
inappropriate messages is a form of bullying. Cyber bullying has the potential to
cause great anxiety and distress to the recipient. Cyberbullying can be considered a
criminal offence under several different laws within each jurisdiction of ICTSC
members.

5. Frustration at a referee, another competitor, club official, coach, visitor or governing
body should never be communicated via social media, but rather by way of
reasoned, logical verbal and/or written statements through the proper channels.

6. The ICTSC acknowledges the emergence of new technologies and constantly evolving
communication mediums and wishes to enable such new media to be used to
benefit the sport and its participants. The benefits can be instantaneous due to the
immediate nature of social media communication to an appropriate audience using
all available social media forums. However, participants within the sport need to be
mindful of key points whilst using this immediate form of communication that could
possibly lead to its inappropriate use. Remember once comments are made and/or
published they are, and remain, in the public forum for a long time and are difficult,
or impossible, to retract – once published you lose control of your comments.

7. In the light of the above please consider very carefully before you circulate anything
which may contravene the actual, or the spirit, of the ICTSC Social Media Policy. Be
respectful to others when making any statement on social media and be aware that
you are personally responsible for all communications which will be published on the
internet for anyone to see which may then result in legal proceedings being initiated
against you by an individual. Action may also result under your Governing Bodies
Complaints Procedure or Disciplinary Code of Conduct.

Any resultant action will fall under the ICTSC Amity Agreement.

Details can be found here (opens in new tab) 

Equal Opportunity Policy Statement 

The Scottish Clay Target Association (SCTA) policy is to ensure that any eligible person
irrespective of Age, Race, Gender, Religion, Ethnic Origin, Colour, Social Status,
Sexual Orientation or Disability may apply for membership of the SCTA. Also that every
SCTA member be given a genuine and equal opportunity to represent Scotland in
International and Domestic competition, in any clay target shooting discipline or role, as
a Competitor, Referee, Official, Coach, Manager, or any administrative appointment
made by the SCTA.

The SCTA publishes a team selection policy that is fair and provides equality for every
member.

The SCTA provides a policy to ensure that every team official receives fair treatment in
all aspects of the sport.

The SCTA will not disadvantage anyone in any way by imposing any condition or
requirement upon them that cannot be fully justified.

The SCTA reserves the right to discipline any member or assisting official who
discriminates on the grounds of a persons Age, Race, Gender, Religion, Ethnic Origin,
Colour, Social Status, Sexual Orientation or Disability.

The SCTA will monitor this policy on a regular basis and will publish it on its website for
the use and reference of all affiliated clubs and individual members.

The SCTA will take into account the following legislation and any amendments
published by;
1. Race Relations Act and Amendments
2. The Sexual Discrimination Act
3. The Disability Discrimination Acts
4. The Firearms Acts
5. The Human Rights Acts
6. The Children and Vulnerable Adult Legislation

All of the Policies adopted by the SCTA are constantly under revision and you are
advised to examine them on a regular basis.

SCTA Code of Conduct and Associated Disciplinary Procedures

Contents

1. General

2. Offences Leading to Disciplinary Action

3. Disciplinary Procedure

4. The Disciplinary Hearing

5. Penalties

6. Appeals

1. GENERAL

Disciplinary matters applying to all members of the Scottish Clay Target Association Limited (hereafter referred to as the “SCTA” or “the Association”) will be dealt with by the Executive Directors in the first instance and, if necessary, subsequently by the Management Board and, if appointed, a Disciplinary Committee.

All members of the Association agree to comply fully with this Code of Conduct and to be bound by its terms.

Disciplinary action against SCTA members, including expulsion without notice, may be taken for offences involving misconduct or breach of the Association’s rules.

It is recognised and accepted that every member:

• Has the right to expect fair and consistent treatment;

• Has the right to receive at least 14 days’ notice from the Association;

• Has the right to appeal against the Executive Directors’ decision or the Disciplinary Committee’s decision in all disciplinary matters; and

• Has the right to representation.

All disciplinary actions taken by the SCTA will be duly recorded and retained on file for future reference.

2. OFFENCES LEADING TO DISCIPLINARY ACTION

The actions described below may, at the discretion of the Executive Directors, fall within the scope of this Code. The examples are not intended to be exhaustive and do not cover every possible offence.

2.1 Misconduct

“Misconduct” means the commission of an offence considered to be of a minor nature, unless frequently repeated. Misconduct will normally result in a written warning from the Executive Directors, together with a requirement for full and appropriate corrective action.

Examples of conduct that may be considered misconduct include:

• Discourteous, crude or offensive behaviour at a shooting ground, meeting venue or public place;

• Conduct of an unsafe nature;

• Offensive disregard for equipment or property;

• Consistent lateness, disruption of events or competitions, or inconveniencing other members;

• Refusal to comply with reasonable instructions issued by event officials or organisers;

• Defacement of notices, signs or other property, or any similar destructive action;

• Failure to attend or participate in events after having notified the organiser of an entry; and

• Any other action of similar gravity, at the discretion of the Executive Directors.

Repetition of any of the above offences, or failure to comply with any requirement made in writing by the Executive Directors, may result in further action, including a disciplinary hearing.

2.2 Serious Misconduct

“Serious Misconduct” means the commission of an offence of such gravity that, in the opinion of the Executive Directors, it warrants a formal SCTA disciplinary hearing.

Examples of offences that may be considered serious misconduct include:

• Misconduct offences which are particularly serious or repeated;

• Deliberate or persistent breaches of the Association’s rules;

• Any attempt to obtain a gain or advantage over others by unfair or unscrupulous means;

• Theft or misappropriation;

• Threatening or abusive behaviour;

• Participating in the sport whilst under the influence of drugs or alcohol;

• Malicious interference with equipment or property;

• Disregard for one’s own safety or the safety of others;

• Providing false or misleading information, falsifying information, or unauthorised alteration of results, prizes, timetables or other records;

• Deliberate obstruction of events, other members or officials carrying out their lawful duties; and

• Any other action which, in the opinion of the Executive Directors, may bring the sport or the Association into disrepute, or which, if left unpunished, may result in detriment to the Association or its members.

2.3 Gross Misconduct

“Gross Misconduct” means conduct of such seriousness that the Executive Directors consider that the immediate expulsion of the offender from the Association is required.

The Executive Directors, after consultation with a Legal Adviser should they wish to do so, are empowered to summarily expel an offender by executive decision without first invoking the disciplinary hearing procedure.

A member expelled in this manner will have the right to a disciplinary hearing as soon as reasonably practicable. The expulsion will remain in force unless and until the disciplinary hearing overturns the executive decision.

Examples of gross misconduct include:

• Physical violence or assault towards another person at a shooting event or related activity, including seriously threatening, intimidating or forceful behaviour;

• Reckless disregard for safety or basic safety rules;

• Unjustifiable vandalism or destruction of animals or property for purely malicious reasons;

• Being convicted of a criminal offence involving firearms, physical violence or abuse; and

• Any other act considered to be of an extremely serious nature and perpetrated against the Association, its agents, members or any other party.

3. DISCIPLINARY PROCEDURE

Upon receipt of a written complaint from a member, affiliated ground or any other party, the Executive Directors, with advice from a Legal Adviser should they wish to seek it, will determine whether the complaint falls within the scope of this disciplinary Code.

If the Executive Directors consider that the complaint falls within the scope of the Code, they will determine the appropriate classification of the alleged offence under Section 2.

3.1 Misconduct

If the complaint is considered to constitute Misconduct, the Executive Directors will:

• Write to the member concerned with a formal written warning, including a requirement for an apology or other corrective action as the Executive Directors consider appropriate;

• Attempt to obtain the complainant’s approval of the action taken;

• Open a disciplinary file containing copies and records of the original complaint, the written warning and any other relevant correspondence; and

• Normally regard the matter as concluded following the above action.

If any party involved strongly objects to the Executive Directors’ decision, an appeal may be made directly to the Management Board for a final decision.

3.2 Serious Misconduct

If the complaint is considered by the Executive Directors to constitute Serious Misconduct, the following procedure will apply:

1. The Executive Directors will appoint an Investigating Officer, who may be a member of the SCTA Management Board. The Investigating Officer will investigate the evidence presented and, where possible, obtain further written evidence, witness statements and other relevant information. Where necessary, the Investigating Officer will consult relevant witnesses to obtain supporting evidence.

2. The complainant will be advised that, if a disciplinary hearing is convened, the complainant and all relevant witnesses will normally be required to attend and give evidence.

   Non-attendance will only be permitted in exceptional circumstances, such as ill-health, a credible threat of violence or intimidation, or other circumstances considered sufficient by the Executive Directors. In such circumstances, a sworn declaration must be submitted to the Executive Directors.

3. The member who is the subject of the complaint will be contacted and advised of the formal complaint. The member will be invited to submit a written statement setting out their account of events.

4. In cases involving disputes of a personal nature, the Executive Directors will attempt to resolve the matter amicably and to the mutual satisfaction of the parties concerned.

5. If an agreed settlement cannot be reached, or if the nature of the alleged offence warrants a formal hearing, a disciplinary hearing will be arranged as soon as reasonably practicable.

6. The Association’s Legal Adviser will be contacted and provided with copies of all relevant evidence.

7. All parties will be notified of the date of the disciplinary hearing, with a minimum of 14 days’ notice. The parties will also be provided with copies of all relevant documentation sufficiently in advance of the hearing. Copies will be sent by first-class recorded delivery.

4. THE DISCIPLINARY HEARING

The disciplinary hearing will proceed as follows:

The Association’s Legal Adviser, or an appointed solicitor or other person of similar standing, may preside over or take charge of the hearing. Where this occurs, all questions will be addressed through that person.

1. A Disciplinary Committee will be appointed consisting of three persons, at least one of whom must be a member of the SCTA Management Board.

2. The Association will appoint a Case Presenter, who will normally be the Investigating Officer.

3. All relevant witnesses will be interviewed and all written and other material evidence will be considered at the hearing.

4. No witness or statement may be introduced at the hearing without prior notice. Copies of all written evidence to be considered must be provided to the parties in advance of the hearing.

5. The Disciplinary Committee may adjourn the hearing to allow further evidence to be considered where it considers that doing so would be fair and appropriate.

6. Once the Disciplinary Committee has reached a decision, the member who is the subject of the complaint will be notified in writing of the decision and relevant findings within seven days of the decision being finalised.

   Any penalty imposed will take effect from the date of the hearing. Details of the result may be published in the Association’s Bulletin, Magazine, Website or other relevant publication.

7. All Association members, affiliated grounds and Associations affiliated to the International Clay Target Shooting Council will be notified of relevant penalties imposed where necessary to enable them to fulfil their obligations to the SCTA and to implement such penalties in accordance with applicable arrangements.

   The complainant will also be informed of the outcome of the hearing as soon as reasonably practicable.

8. Details of the appeal procedure will be provided to the member concerned in accordance with Section 6 of this Code.

5. PENALTIES

Following the hearing, the Disciplinary Committee may impose such penalty as it considers appropriate, including the temporary or permanent expulsion of the offender from the Association.

Any penalty imposed will have immediate effect, notwithstanding the member’s right of appeal under Section 6.

Offences involving Serious Misconduct or Gross Misconduct which involve cheating or deliberately breaking the shooting rules of the Association, or which involve threats of physical violence, will result in automatic expulsion from the SCTA.

Such expulsion will preclude the offender from:

• Taking part in the sport at any level organised by the SCTA;

• Participating at any ground affiliated to the SCTA; and

• Taking part in any shoot or competition organised or managed by Associations affiliated to the International Clay Target Shooting Council, where applicable under any agreement between those Associations concerning the mutual implementation of disciplinary penalties.

6. APPEALS

If an appeal is to be made against a decision or penalty, written notice of appeal must be sent by the offender to the Association Secretary by first-class recorded delivery within 28 days of notification of the decision.

No appeal will be valid or considered if submitted after this period has elapsed.

It will not be sufficient simply to state, “I wish to appeal.” The offender must provide full written grounds for the appeal, clearly stating:

• The decision, penalty or other matter being appealed;

• The specific grounds of the appeal; and

• The reasons supporting the appeal.

An appeal may be made in relation to:

• The decision;

• The penalty; or

• Any other relevant matter arising from the disciplinary proceedings.

6.1 Appeal Hearing

An appeal hearing will be convened as soon as reasonably practicable.

The Appeal Committee will consist of three persons, at least one of whom must be a member of the SCTA Management Board who did not take part in the original disciplinary hearing.

The Appeal Committee will elect its own Chairperson.

The Association’s Legal Adviser may also attend.

The Executive Directors will have the right to appeal against the original decision and/or penalty and may request that a penalty be increased or decreased.

No new evidence may be introduced at the appeal hearing.

The Appeal Committee will have the power to:

• Confirm the decision and/or penalty;

• Rescind the decision and/or penalty; or

• Amend the decision and/or penalty made at the original disciplinary hearing.

The decision of the Appeal Committee will be final and binding on all parties and will not be subject to any further appeal.

The By-laws of the Scottish Clay Target Association

(Per Article 22 of the Articles of Association)

These By-laws are drafted and amended from time to time by the Management Board of the Scottish Clay Target Association Limited (hereinafter referred to as the “SCTA” or “the Association”).

These By-laws are provided for under Article 22 of the SCTA Articles of Association. No rule or By-law shall be inconsistent with, affect or repeal anything contained in the Memorandum or Articles of Association of the SCTA. In the event of any conflict, the Memorandum and Articles of Association shall take precedence over any rule or By-law.

1. Membership Applications and Membership Categories

Membership of the Association is open to individuals who, as fully paid-up members, are entitled to attend and vote at any duly convened General Meeting of the SCTA.

Affiliated membership is open to any ground or club providing facilities for clay target shooting which has previously been inspected and approved by the SCTA.

Affiliated membership does not provide voting rights, although a maximum of two representatives of any affiliate may attend a duly convened General Meeting of the SCTA.

All applications for membership and affiliation must be made on the prescribed application form, available from the Association Secretary, and the appropriate fee must accompany the application.

Admission to membership is at the discretion of the SCTA Management Board.

By accepting membership, each individual member and affiliate acknowledges the SCTA as the sole arbiter and source of appeal in Scotland for all matters relating to the sport of clay target shooting and agrees to be bound by the Association’s Memorandum and Articles of Association and published By-laws.

Categories of membership and the applicable subscription rates shall be those approved annually at the Association’s AGM and subsequently published in the annual membership renewal notice distributed to all members.

2. Withdrawal of and Resignation from Membership

The Management Board reserves the right, at its discretion, to withdraw membership at any time from any member or affiliate, subject to any appeal procedures provided for in the Association’s By-laws or Articles of Association.

Notwithstanding any such appeal, a decision of the Management Board to withdraw membership shall take immediate effect from the date of the decision.

Any member or affiliate may resign their membership at any time, provided that written notice is given to the Association Secretary.

Until such written notice has been received, the Association shall be entitled to assume that the rights, responsibilities and obligations associated with membership remain with the individual or affiliate.

Upon resignation, no refund of any membership subscription fee will be made under any circumstances.

Membership shall cease upon the death of an individual member and is not transferable.

3. Subscriptions and Membership Renewal

Annual subscriptions are due and payable on 5 January each year at the rate approved by the Association’s AGM.

If the full subscription amount has not been received by the due date, all benefits of membership, including insurance cover, shall cease immediately and without further notice.

Where subscriptions remain unpaid after 1 March of the subscription year, the Management Board may, at its discretion, remove the defaulting member or affiliate from the Association’s membership.

Any member failing to renew their subscription by 1 March of the subscription year shall have all prior and subsequent shoot scores disregarded for the purposes of team selection and classification during that subscription year.

4. Selection of International or Representative Teams

The selection of teams to represent Scotland in the sport of clay target shooting shall be the sole responsibility of the Association’s Management Board, comprising the appointed Directors of the SCTA.

Any individual member of the SCTA shall be eligible for consideration for selection to represent Scotland, subject to the following requirements:

1. Their membership must be fully paid and up to date in accordance with the Subscriptions and Membership Renewal By-law above.

2. Having previously represented another country shall normally disqualify an individual from the selection process unless the Management Board determines otherwise and/or the country previously represented, through its governing body, confirms in writing that it has no objection to the individual subsequently representing Scotland.

3. The individual must not be subject to any pending disciplinary proceedings or any ban imposed by the Association or another recognised sporting governing body.

The full process and procedure for team selection shall be as outlined in the Association’s most recent annual information bulletin distributed to members and in the Rules and Regulations published on the SCTA website.

Failure to comply with the team selection process and procedure in its entirety may, at the discretion of the Management Board, invalidate a member’s application for team selection.

5. Disputes and Grievances

Any dispute, grievance or disagreement concerning any aspect of the Association’s processes or procedures must be made in writing and submitted for the attention of the Association Secretary.

The Management Board will only consider such matters upon receipt of written notification duly signed by the member or members concerned.

Any complaint or grievance between members and/or affiliates will likewise only be considered and reviewed by the Management Board upon receipt of the relevant facts in writing from the parties concerned.

The decision of the Management Board on any complaint, dispute, grievance or disagreement shall be final and binding on all concerned, subject only to any appeal to the Association’s AGM where such an appeal is appropriate and provided for.

Notwithstanding any such appeal, the Management Board’s decision shall be complied with immediately upon its announcement.

Any dispute or grievance which properly falls within the remit of the Association’s Code of Conduct and disciplinary procedures shall be dealt with exclusively under that process, as set out in Section 6 below.

6. Disciplinary Process

All disciplinary matters shall be dealt with under the Association’s Code of Conduct, as set out in Appendix A to these By-laws. Further copies may be obtained from the Association Secretary.

Upon joining the SCTA, all members agree to abide by these By-laws and the Association’s Code of Conduct.

The Association and its Management Board reserve the right to obtain such legal advice as they consider necessary to protect the interests of the Association and its members.

The Association also reserves the right to inform any other body which may have a legitimate interest in the matter, including governing bodies for clay target shooting in other countries, team selection boards and other relevant sporting organisations.

Full details of the disciplinary process, associated appeals procedure and related matters are contained in the Code of Conduct, as set out in Appendix A.

7. Use of Banned Substances

The Association fully supports the Code of Conduct relating to banned substances drafted by the Scottish Sports Council (sportscotland) and the UK Sports Authority.

A full copy of the relevant Code, including a list of banned substances, is available on request from the Association Secretary.

Any member participating in a shooting event while using, or reasonably suspected of using, any banned substance or alcohol shall be subject to the Association’s disciplinary process and may be liable for disqualification from the event and subsequent expulsion from the Association.

All members must, if requested to do so, participate in any drug testing organised during an event by a recognised authority, such as a sports council or governing body.

Failure to comply with a legitimate drug-testing requirement shall result in immediate expulsion from the event and the subsequent implementation of the Association’s disciplinary process.

8. Affiliated Grounds and Clubs

Affiliated membership is open to any ground or club providing facilities for clay target shooting which has previously been inspected and approved by the SCTA.

All affiliated grounds and clubs must fully comply with all applicable health and safety regulations and legal requirements.

It is the responsibility of each ground or club to ensure that it is fully aware of all applicable regulations. Where there is any doubt, information and assistance should be sought from the Association Secretary in the first instance.

Appropriate and adequate insurance cover must be maintained by all affiliated grounds and clubs. An up-to-date copy of the employer’s liability insurance certificate must be displayed within the clubhouse.

A qualified Safety Officer must be appointed by each ground or club, and all safety requirements advised by the SCTA in writing to the ground or club must be complied with.

Where the Association’s block insurance cover is utilised, it is the responsibility of the ground or club to ensure that the relevant premium is paid when due, with payment made directly to the insurers.

In addition to the conditions contained in the relevant policy document, the block insurance policy remains in force only while the ground or club remains a fully paid-up affiliate of the Association.

Subject to the ground or club having a “regulation” layout and using “regulation” targets, it may apply to host selection and/or registered shoots.

Such shoots shall be open only to members of the Association and members of other recognised governing bodies for clay target shooting.

It is the responsibility of the ground or club to check that all persons entering the event are fully paid-up members of the relevant association.

The Management Board may, at its discretion:

• Refuse or restrict the granting of selection and/or registered shoots to any affiliated ground;

• Apply specific conditions to the granting of such shoots; or

• Withdraw or amend permission previously granted where it considers this appropriate.

When hosting selection or registered events, the host ground or club must ensure that all necessary financial returns and scores from the event are submitted to the Association Secretary on the prescribed forms within 10 days of the event.

Failure to submit the required returns and scores within this period will result in the scores being disregarded for all team selection and classification purposes.

A list of shoots whose scores have been disregarded may be published in the Association’s news bulletin.

Affiliated grounds and clubs are expected to promote the SCTA and actively encourage their members to join the Association as individual members.

9. Classification

Subject to a member competing in the requisite number of selection and/or registered shoots, they will receive a classification based upon the scores returned from those shoots.

The number of scores required, together with the dates and locations of qualifying shoots, shall be published in the Association’s annual information bulletin.

The resulting classification shall be published in the subsequent year’s information bulletin.

It is the responsibility of each member to ensure that their correct SCTA membership number is provided to shoot organisers.

Scores will only be recorded for classification purposes where the correct membership number has been provided.

Notwithstanding the published SCTA classification list, where a member holds a higher classification obtained through another Association affiliated to the International Clay Target Shooting Council, it is the member’s responsibility to ensure that the higher classification is declared when entering any shoot.

Failure to do so may result in disciplinary action being taken against the member under the Association’s Code of Conduct.

Safe Shooting Is No Accident

SCTA SAFETY SUMMARY

The objective of the Scottish Clay Target Association (SCTA) is to promote and encourage the sport of clay target shooting in Scotland and to do so safely and in accordance with the rules and By-laws of the Association.

Safety is the most important factor in all sports, and participants should always be aware of how their personal conduct may affect those around them.

The SCTA has therefore compiled this Safety Summary for the benefit of all persons handling shotguns.

Contents

• Basic Legal Information

• Your Shotgun

• Safe Storage

• General Safety

• Cartridges

• Eye Protection

• Hearing Protection

1. Basic Legal Information

1. You must comply with all conditions recorded on your Shotgun Certificate.

2. You must inform the issuing police authority if you change your address.

3. You must inform your local issuing police authority within 7 days if you dispose of a shotgun.

4. You must inform your local Police Firearms Authority if you intend to lend your shotgun for a period exceeding 72 hours.

5. You must notify your issuing police authority of the details of any dealer where your shotgun is to be stored, or provide the name, address and certificate number of the certificate holder who is storing the shotgun on your behalf.

6. You must ensure that the security arrangements for your shotgun prevent any unauthorised person from gaining access to it, particularly at shooting grounds. Failure to do so may result in the revocation of your Shotgun Certificate.

7. All members of the SCTA must conduct themselves in a safe and proper manner. Ignoring safety guidelines may result in the offender’s membership being suspended or revoked.

8. Members are recommended to carry their Shotgun Certificate whenever they are in possession of their gun. If you are requested to prove your lawful possession of a shotgun, production of your certificate may assist in establishing the relevant details.

9. It is illegal to have a loaded shotgun in a public place.

10. It is illegal to sell a shotgun that is knowingly out of proof.

11. Subject to certain conditions and exemptions, it is illegal to possess a shotgun without a Shotgun Certificate. If in doubt, seek appropriate advice.

12. A shotgun with a removable magazine, or a non-detachable magazine capable of holding more than two cartridges, is classified as a Section 1 firearm and cannot be possessed on a Shotgun Certificate. If in doubt, seek appropriate advice.

2. Your Shotgun

1. Never use a shotgun that has any fault, damaged or dented barrels, is obviously out of proof, or has any suspected malfunction.

2. Clean your shotgun properly before storing it in a secure place.

3. Ensure that your gun is regularly serviced by a professional gunsmith.

4. Always ensure that any shotgun you handle is in a safe condition.

5. Only carry cartridges appropriate for the shotgun you are using.

6. Remember that a shotgun remains capable of firing even when the safety catch is engaged.

7. The use of a sling is not permitted when shooting at an SCTA event.

8. Take extra care when using semi-automatic or automatic shotguns. Always ensure that the breech is open and the magazine is empty except when actually shooting.

3. Safe Storage

1. Always store your shotgun and cartridges in separate secure locations.

2. Always keep a separate record of the serial numbers of your shotguns.

3. Your shotgun should be stored in a purpose-built security cabinet.

4. Never allow another person in your household to have access to your shotgun. It is your responsibility to ensure that your shotgun is securely stored and that access is restricted to authorised certificate holders.

4. General Safety

1. Treat every gun as if it were loaded.

2. Never consume alcohol or engage in horseplay while in possession of a shotgun.

3. Never point or fire your gun at anything other than the intended target. Any such conduct may result in expulsion from the competition and a safety report being submitted to SCTA Management.

4. Always ensure that any gun handed to you is open and empty.

5. Never leave your gun in an unlocked or unattended vehicle.

6. Always keep your gun out of sight when it is inside a vehicle.

7. When travelling, always secure your shotgun in a suitable case or protective gun cover. Never travel with a loaded gun.

8. Always carry your shotgun open and empty.

9. Only carry cartridges that are suitable for the shotgun you are using at that particular time. Never carry a mixture of cartridge sizes; for example, do not mix 12-bore and 20-bore cartridges.

10. Never close your gun until you are on the firing mark and it is your turn to shoot.

11. Always carry your gun in a safe manner so that it cannot point at or come into contact with another person. It is best carried open, empty and securely supported over your arm.

12. If fitted with a safety catch, ensure that it remains in the “safe” position until you are ready to shoot.

13. Keep your gun pointing safely up the range at all times until you have opened and emptied it. Only then should you turn and leave the firing point.

14. Always unload your shotgun before moving to the next stance. In disciplines such as DTL, ABT and others where shooters move between pegs, ensure that your gun is empty before moving.

15. After each shot, it is advisable to check the barrels from the breech end to ensure that there is no obstruction remaining from the previous shot.

16. Do not place cartridges into your shotgun until you are ready to shoot and have been instructed to do so by the referee.

17. Never leave your gun unattended.

18. Never lean your shotgun against anything where it may be insecure or fall.

19. Be familiar with and comply with all safety requirements contained in the SCTA Rule Book.

20. As a member of the SCTA, you are insured while participating in organised clay shooting and certain other events, subject to the terms and conditions of the applicable policy. Refer to the policy details on the SCTA website. Remember that not everyone participating in shooting activities will necessarily be insured through a reputable organisation.

21. Separate insurance cover for your gun is recommended. See the SCTA website for further details.

5. Cartridges

1. Store cartridges in a secure and dry place.

2. Only carry cartridges appropriate for the shotgun in your possession.

3. Reloaded and home-loaded cartridges are not permitted at SCTA events.

6. Eye Protection

Rule 1-68

The wearing of appropriate, adequate and effective visible eye protection by shooters, trappers, officials and spectators at or around any shooting position at all Registered Events is mandatory.

It is also recommended that eye protection meets, as a minimum, the BS EN 166F standard.

It is extremely important that all persons handling a shotgun understand the correct use of eye protection.

Eye protection should be made available for all persons in or near the shooting area, including:

• Referees;

• Trappers;

• Markers;

• Officials; and

• Spectators.

Clubs are strongly recommended to ensure that all areas where eye protection is required are clearly identified with appropriate signage.

7. Hearing Protection

The use of adequate hearing protection while competing at all SCTA events is mandatory for participants, referees and spectators who are close to the shooting area.

Trappers must wear appropriate hearing protection in accordance with the relevant requirements contained in Section 5 of the SCTA Club Safety Officers Manual.

Clubs are strongly recommended to ensure that all areas where hearing protection is required are clearly identified with appropriate signage.

Safety Courses

All members are strongly encouraged to attend a Safety Course organised by the SCTA.

To arrange attendance, members should contact the appropriate Safety Officer. Alternatively, any member of SCTA Management should be able to provide assistance.

Contact details are available in the SCTA Bulletin or on the SCTA website.

Remember

YOU are responsible for the safe handling of your shotgun at all times.

Safe Shooting Is No Accident

The Scottish Clay Target Association

_______ Discipline Representative Responsibilities ______

• Administer all aspects of the discipline, input selection shoot scores to database, use data base for Discipline team selection.

• Focal point for all matters concerning the discipline.

• Assist the board and directors to further enhance the particular discipline for all members of the association, in particular promoting their discipline towards junior shooters.

• Be available to answer communication from the members at reasonable times.

• Be present at discipline Championships.

• Work in conjunction with SCTA Board, directors, administrator, clubs/grounds for arrangements for Championships and Home Internationals.

• If required, attend Board meetings and other such meetings such as the Ground Forum, selection committee, disciplinary committee.

• Be prepared to contribute a number of unpaid hours each month for the development of the discipline and sport.

• Liaise with Team Manager in period leading up to the International as to prospective team candidates.

• Supply the Team Manager with the relevant information regarding the Home International,

• Liaise with the Administrator regarding entries for Championships, list of winners, Badges and trophies.

• Arrange with club/ground for Jury at Championships.

• Investigate any concerns raised by members or grounds and bring to the attention of the Board.

• Visitors permits are not the responsibility of the discipline representative although some discipline reps may choose to help.

The Scottish Clay Target Association Limited

Health and Safety Policy

A Short Guide

The Scottish Clay Target Association Limited (SCTA) Health and Safety Policy document is issued solely for the guidance of affiliated grounds and members, with the aim of assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of health and safety legislation.

It is specifically incumbent upon every affiliated ground and member involved in the management or organisation of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and members should seek appropriate professional advice where necessary. The SCTA accepts no responsibility in this regard.

Contents

1. Why This Guide?

2. What Health and Safety Law Requires

3. European Law

4. Action on Health and Safety: Options

5. What Form Do They Take?

6. The Relationship Between the Regulator and Industry

7. What Next?

8. Appendix 1 — Some Important Pieces of Health and Safety Legislation

9. Appendix 2 — Further Reading

1. Why This Guide?

The Health and Safety Commission (HSC) recently conducted a review of health and safety regulation.

It found that people were confused about the differences between:

• Guidance;

• Approved Codes of Practice (ACoPs); and

• Regulations;

and how these relate to one another.

This guide aims to explain how each fits within the health and safety system.

It is intended primarily for employers and self-employed people, but may also be of interest to anyone who wants to understand how health and safety law is intended to operate.

2. What Health and Safety Law Requires

The basis of British health and safety law is the Health and Safety at Work etc. Act 1974.

The Act sets out the general duties that employers have towards their employees and members of the public, and that employees have towards themselves and one another.

These duties are qualified by the principle of “so far as is reasonably practicable.”

In other words, the degree of risk associated with a particular job or workplace needs to be balanced against the time, trouble, cost and physical difficulty involved in taking measures to avoid or reduce that risk.

The law therefore requires what good management and common sense would generally lead employers to do anyway: identify the risks and take sensible measures to control them.

The Management of Health and Safety at Work Regulations 1992 (the Management Regulations) generally make more explicit what employers are required to do to manage health and safety under the Health and Safety at Work etc. Act.

Like the Act, they apply to every work activity.

The principal requirement on employers is to carry out a risk assessment.

Employers with five or more employees are required to record the significant findings of their risk assessment.

Risk assessment should be straightforward in a simple workplace such as a typical office. It should only become complicated where it deals with serious hazards, such as those found on a nuclear power station, chemical plant, laboratory or oil rig.

The HSE publication 5 Steps to Risk Assessment provides further information.

In addition to carrying out a risk assessment, employers need to:

• Make arrangements for implementing the health and safety measures identified as necessary by the risk assessment;

• Appoint competent people, often themselves or colleagues within the organisation, to assist with implementing those arrangements;

• Establish emergency procedures;

• Provide employees with clear information and appropriate training; and

• Co-operate with other employers sharing the same workplace.

Other regulations require action in response to particular hazards or in industries where hazards are particularly significant.

A list of the principal regulations applying generally is provided in Appendix 1.

Some of these requirements are not qualified by the principle of “reasonable practicability.”

3. European Law

In recent years, much of Britain’s health and safety legislation has originated in Europe.

Proposals from the European Commission may be agreed by Member States, which are then responsible for implementing them through their domestic legislation.

Modern health and safety law in Britain, including much of the legislation originating in Europe, is based on the principle of risk assessment described above.

4. Action on Health and Safety: Options

The Health and Safety Commission and its operating arm, the Health and Safety Executive (HSE), have spent many years modernising the structure of health and safety law.

Their aims are to:

• Protect the health, safety and welfare of employees; and

• Safeguard others, principally members of the public, who may be exposed to risks arising from industrial activity.

The HSC and HSE consult fully with people affected by their legislative proposals and adopt various approaches based on the assessment and control of risk.

Factors which may prompt action by the HSC/HSE include:

• Changes in technology, industries or risks;

• Evidence of accidents and ill health, together with public concern; and

• European Directives.

Where the HSC/HSE considers that action is necessary to supplement existing arrangements, its principal options are:

• Guidance;

• Approved Codes of Practice; and

• Regulations.

The HSC/HSE seeks to use whichever option, or combination of options, provides employers with appropriate flexibility and minimises unnecessary costs while maintaining proper safeguards for employees and the public.

5. What Form Do They Take?

5.1 Guidance

The HSE publishes guidance on a wide range of subjects.

Guidance may relate specifically to the health and safety problems of a particular industry or to a process used across several industries.

The principal purposes of guidance are:

• To help people understand what the law requires;

• To explain how different legal requirements fit together, including requirements arising from European Directives;

• To help people comply with the law; and

• To provide technical advice.

Following guidance is not compulsory, and employers are free to take alternative measures.

However, following relevant guidance will normally provide a good indication that the employer is taking appropriate steps to comply with the law.

The HSC/HSE aims to keep guidance up to date because, as technology changes, risks and the measures required to control them may also change.

5.2 Approved Codes of Practice

Approved Codes of Practice (ACoPs) provide practical examples of good practice.

They give advice on how to comply with the law by, for example, providing guidance on what is “reasonably practicable.”

Where regulations use terms such as “suitable and sufficient,” an Approved Code of Practice may illustrate what those requirements mean in particular circumstances.

Approved Codes of Practice have a special legal status.

If an employer is prosecuted for a breach of health and safety law and it is established that the employer has not followed relevant provisions of an Approved Code of Practice, a court may find the employer at fault unless the employer can demonstrate that the law has been complied with in some other way.

The HSC planned to consult in 1995 on the role of Approved Codes of Practice within the health and safety system and the usefulness of the approximately fifty ACoPs then in force.

5.3 Regulations

Regulations are legally binding requirements approved by Parliament.

They are usually made under the Health and Safety at Work etc. Act following proposals from the HSC.

This applies both to regulations based upon European Directives and to domestic regulations.

The Health and Safety at Work etc. Act and the general duties contained in the Management Regulations are generally goal-setting in nature. They give employers flexibility to determine how best to control the risks they identify.

Guidance and Approved Codes of Practice provide advice, but employers may adopt alternative measures provided they comply with what is reasonably practicable.

However, some risks are so significant, or the appropriate control measures so important, that it would not be appropriate to leave employers discretion over what action must be taken.

Regulations identify such risks and establish specific requirements.

In many cases these requirements are absolute and require specific action without qualification by whether it is reasonably practicable.

6. How Regulations Apply

Some regulations apply across all workplaces.

For example:

• Manual Handling Regulations apply wherever objects are moved by hand or bodily force; and

• Display Screen Equipment Regulations apply wherever visual display units are used.

Other regulations apply to hazards that are unique to particular industries, such as mining or nuclear safety legislation.

7. The Relationship Between the Regulator and Industry

As noted above, the HSC consults widely with those affected by its proposals.

The HSC/HSE works through a number of mechanisms, including:

• HSC Industry and Subject Advisory Committees, whose members are drawn from the areas of work they cover and which focus on health and safety issues in particular industries and specialist areas;

• Intermediaries, such as organisations representing small firms;

• Providing information and advice to employers and others with responsibilities under the Health and Safety at Work etc. Act;

• Providing guidance to enforcement authorities, including HSE inspectors and local authority inspectors; and

• The day-to-day contact that inspectors have with people at work.

The HSC also directly seeks the views of small firms through Small Firms Forums and seeks detailed views from representatives of small firms regarding the impact of proposed legislation.

8. What Next?

The Review of Regulation concluded that the existing system of health and safety regulation generally worked well, although it identified several areas where improvements could be made.

The Review set out a programme of legislative change intended to be achieved over three to five years from 1994.

The HSC/HSE aimed to remove unnecessary legislation and streamline the system in order to improve understanding of the law.

The HSC believed that the better people understood the law, the more likely they were to comply with it.

The HSC proposed consulting on a number of changes to the law, including:

• Removing unnecessary requirements for paperwork in regulations;

• Introducing modernised regulations covering matters such as flammable substances;

• Repealing or revoking regulations which had outlived their usefulness, without necessarily replacing them; and

• Considering whether the law should be changed to reflect changing patterns of employment.

Appendix 1

Some Important Pieces of Health and Safety Legislation

In addition to the Health and Safety at Work etc. Act itself, the following legislation applied across a wide range of workplaces at the time this guide was published:

Management of Health and Safety at Work Regulations 1992

Require employers to carry out risk assessments, make arrangements to implement necessary measures, appoint competent persons and provide appropriate information and training.

Workplace (Health, Safety and Welfare) Regulations 1992

Cover a wide range of basic health, safety and welfare issues, including ventilation, heating, lighting, workstations, seating and welfare facilities.

Health and Safety (Display Screen Equipment) Regulations 1992

Set out requirements relating to work involving visual display units (VDUs).

Personal Protective Equipment (PPE) Regulations 1992

Require employers to provide appropriate protective clothing and equipment for employees.

Provision and Use of Work Equipment Regulations (PUWER) 1992

Require equipment provided for use at work, including machinery, to be safe.

Manual Handling Operations Regulations 1992

Cover the moving of objects by hand or bodily force.

Health and Safety (First Aid) Regulations 1981

Set out requirements relating to first-aid provision.

Health and Safety Information for Employees Regulations 1989

Require employers to display a poster informing employees about health and safety matters.

Employers’ Liability (Compulsory Insurance) Regulations 1989

Require employers to obtain insurance against accidents and ill health affecting their employees.

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 (RIDDOR)

Require employers to report certain occupational injuries, diseases and dangerous occurrences.

A revised version of the Regulations was expected to come into force in 1996.

Noise at Work Regulations 1989

Require employers to take action to protect employees from hearing damage.

Electricity at Work Regulations 1989

Require persons responsible for electrical systems to ensure that those systems are safe to use and maintained in a safe condition.

Control of Substances Hazardous to Health Regulations 1994 (COSHH)

Require employers to assess risks arising from hazardous substances and take appropriate precautions.

Other Specific Regulations

Specific regulations also cover particular hazards and areas of work, including asbestos and lead.

Examples include:

Chemicals (Hazard Information and Packaging for Supply) Regulations (CHIP 2) 1994
Require suppliers to classify, label and package dangerous chemicals and provide safety data sheets.

Construction (Design and Management) Regulations 1994
Cover safe systems of work on construction sites.

Gas Safety (Installation and Use) Regulations 1994
Cover the safe installation, maintenance and use of gas systems and appliances in domestic and commercial premises.

Appendix 2

Further Reading

The following publications were identified as sources of further information at the time of publication:

• 5 Steps to Risk Assessment — IND(G)163(L), free leaflet

• Essentials of Health and Safety at Work — ISBN 0 7176 0716 X

• A Guide to the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 — HS(R)23, ISBN 0 7176 0432 2

• A Short Guide to the Personal Protective Equipment at Work Regulations 1992 — IND(G)174(L), free leaflet

• Control of Substances Hazardous to Health and Control of Carcinogenic Substances and Control of Biological Agents — L5 (rev), Approved Codes of Practice, ISBN 0 7176 0819 0

• First Aid at Work: General Guidance for Inclusion in First Aid Boxes — IND(G)4(L), ISBN 0 7176 0440 3

• Health and Safety Law: What You Should Know — poster, ISBN 0 11 701424 9

• Introducing the Noise at Work Regulations — IND(G)75(L), free leaflet

• Management of Health and Safety at Work Approved Code of Practice — L21, ISBN 0 7176 0412 8

• Manual Handling — Solutions You Can Handle — HS(G)115, ISBN 0 7176 0693 7

• Memorandum of Guidance on the Electricity at Work Regulations 1989 — HS(R)25, ISBN 0 11 883963 2

• Safety in the Installation and Use of Gas Systems and Appliances Approved Code of Practice — L56, ISBN 0 7176 0797 6

• VDUs: An Easy Guide to the Regulations — HS(G)90, ISBN 0 7176 0735 6

• Work Equipment: Guidance on Regulations — L22, ISBN 0 7176 0414 4

• Working with VDUs — IND(G)36(L), ISBN 0 7176 0814 X

• Workplace Health, Safety and Welfare — leaflet

Publication Information

HSE priced and free publications were available by mail order from:

HSE Books
PO Box 1999
Sudbury
Suffolk
CO10 6FS

Telephone: 01787 881165
Fax: 01787 313995

HSE priced publications were also available from booksellers.

Other enquiries could be made through the HSE Information Line or in writing to:

HSE Information Centre
Broad Lane
Sheffield
S3 7HQ

Fax: 0114 2892333

Source and Copyright Information

This leaflet replaced HSC7 — Regulations, Approved Codes of Practice and Other Guidance Literature.

The information contained in the original publication was stated to be current at April 1995.

The publication stated that it could be freely reproduced, except for advertising, endorsement or commercial purposes, with acknowledgement of the source as the Health and Safety Executive.

HSC13 — 7/95

Printed and published by the Health and Safety Executive.

Reproduced and distributed by the Scottish Clay Target Association.

The SCTA acknowledges the assistance of the Health and Safety Executive in the production of this document.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Firearms Act 1968

Section 11(5)

Section 11(5) of the Firearms Act 1968 provides that:

A person who does not possess a shotgun certificate may borrow a gun from the occupier of private premises, and use it on those premises in the occupier’s presence.

Section 57(4) provides that premises shall include land.

The borrower of the shotgun may be of any age. However, an offence may be committed under Section 22(3) if a minor under the age of 15 is not supervised by a person over the age of 21 years.

SCTA Interpretation

The above provision refers only to non-commercial meetings where the landowner provides the facilities and personally supervises those attending.

Section 11(6)

Section 11(6) of the Firearms Act 1968 provides that:

A person may, without holding a shotgun certificate, use a shotgun at a time and place approved for shooting at artificial targets by the Chief Police Officer for the area in which that place is situated.

Shoots may be temporary, such as those held in conjunction with agricultural shows and game fairs, or they may take place at permanent shooting grounds, such as club grounds or those run by registered firearms dealers where people test guns and receive instruction.

Shoots at which all participants have shotgun certificates do not require specific approval under this provision.

Approval will normally state the time and place at which persons who do not possess shotgun certificates may, exceptionally, shoot at artificial targets. Alternatively, it may give authority for such shooting to take place at any time, within the limits of the period of approval, at the particular place designated.

The provision does not apply to the shooting of live game, nor is it intended to provide opportunities for regular shooting by persons who do not possess shotgun certificates.

Chief Officers may wish to be satisfied that:

• the arrangements involve no unacceptable danger to the public;

• any necessary planning permission has been obtained;

• events will be organised by responsible persons; and

• all uncertificated shooters will be under responsible and effective supervision.

In assessing possible danger to the public, it should not normally be necessary to do more than establish that the site is wisely chosen and that persons in its immediate surroundings will be safeguarded.

When approval is given, the Chief Officer should warn the organiser of a clay shoot that they are responsible for ensuring, as far as practicable, that adequate precautions are taken for the safety of persons taking part in the shoot and spectators.

Suggested Draft Request for a Section 11(6) Permit

To:
Firearms Department

Police HQ

Date: ___________________

Dear Sir/Madam,

Re: Section 11(6) Permit

I wish to apply for a permit under Section 11(6) of the Firearms Act 1968–1997 to allow unlicensed persons to use Section 2 shotguns under the supervision of responsible persons acting on my instruction at:

Clay Target Shooting Ground:

Location of Ground:

O.S. Map Reference:

The Ground/Club is affiliated to the Scottish Clay Target Association.

Yours faithfully,

Signed: ___________________________________

For and on behalf of:
Shooting Ground / Club

Applicant Details

Home Address:

Telephone:

E-mail Address:

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The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Employment of Children

The Scottish Clay Target Association Ltd. believes that child protection is the responsibility of every member.

The abuse of children can happen at any time and in any place. The SCTA recommends that every member should be aware of their personal responsibility and read the SCTA “Children and Vulnerable Adult Protection Policy”, which has been carefully documented with the assistance of sportscotland.

It is important to remember that, in Scotland, we have a different reporting procedure from the rest of the UK. Members are therefore advised to refer to the Policy for full details.

The SCTA Child and Vulnerable Adult Protection Policy should be read in conjunction with this section.

This document provides some basic advice on the types and duration of work that national and local laws may permit children to undertake.

As much of this legislation is determined locally, and the different regulations can be confusing or even contradictory, it is advisable to consult your local authority if you have a particular query. Local authorities may have their own rules affecting school-age workers.

Children and Employment

Under the Children and Young Persons legislation, no child under the age of 13 may be employed.

Young people between the age of 14 and the minimum school-leaving age may not undertake any work, whether paid or unpaid:

• Before 7:00 am or after 7:00 pm.

• For more than two hours on a school day or on a Sunday.

• For more than five hours on a Saturday or on any other day, excluding Sundays, during school holidays.

• For more than 12 hours per week during term time.

• For more than 25 hours per week, or 35 hours if aged 15 or over, during school holidays.

• For more than four hours in any day without a rest break of one hour.

• Without having at least two consecutive non-school weeks each year during which they do not work.

Although the age at which children may generally be employed is set at 14 years in both European and domestic legislation, the restricted employment of 13-year-olds may be permitted on a local basis.

This, however, is expected to be an exception rather than a general rule.

Some local authorities have made by-laws authorising:

• The employment of children aged 13 on an occasional basis by their parents in light agricultural or horticultural work.

• The employment of children aged 13 in categories of light work specified in the particular by-law.

These local regulations will inevitably vary depending on local conditions, employment needs and practices.

Local authorities may set regulations governing:

• The hours, days or times of day during which a child may work.

• Rest and meal breaks.

• Holidays.

• Any other conditions relating to their employment.

Restricted Types of Employment

In addition to the restrictions above, children are not permitted to work in certain areas, including:

• Street trading, although some local authorities permit children aged 14 to be employed by their parents in street trading.

• Performing abroad.

• Scrap metal sales.

• Betting shops.

• Petrol stations.

• House-to-house charitable collections.

The minimum wage legislation does not apply to workers under the age of 16.

Statutory Sick Pay regulations also specify that only persons over the age of 16 are entitled to statutory sick pay. A child under school-leaving age is therefore not entitled to this and, in reality, is most unlikely to receive contractual sick pay, even if prevented from working by illness.

Children Under 16

While children are of compulsory school age, they may not be employed on a full-time basis.

A teenager may leave school after 31 May of that year, provided they turn 16 between 1 March and 30 September.

Pupils who turn 16 between 1 October and the last day of February may not leave school until the start of the Christmas holidays that year.

Nevertheless, children of compulsory school age are free to undertake a range of part-time jobs, provided that such employment is not considered dangerous or within the manufacturing industry.

All children of compulsory school age who choose to work part-time must be registered with the Local Education Authority and may also require a permit from the local authority.

For further details, it is advisable to contact the local Education Welfare Service.

Employers could be prosecuted for illegally employing a child on a full-time basis, even if the child has already reached the age of 16, if they have not yet reached the applicable school-leaving date. This may apply even where the child has been out of school for an extended period.

Young Workers Aged 16 and 17

Young workers aged 16 and 17 are over the minimum compulsory school-leaving age but under the age of 18. They may undertake full-time employment if they wish.

If you employ anyone in this age group, you must ensure that:

• The worker does not work for more than eight hours per day or 40 hours per week. Young workers cannot opt out of the 40-hour limit.

• The worker receives a break of at least 30 minutes for every four and a half hours worked.

• The worker receives a rest period of 12 consecutive hours in every 24-hour period.

• The worker receives two days off each week.

• The applicable national minimum wage is paid.

Young workers are not normally permitted to work at night between 10:00 pm and 6:00 am, or between 11:00 pm and 7:00 am.

There are, however, some exemptions to these restrictions under which young workers may work at night on shifts running between midnight and 4:00 am, provided that certain conditions are met.

Health and Safety of Young Workers

The Health and Safety (Young Persons) Regulations 1997 require employers to safeguard the health and safety of the young workers they employ.

Before recruiting a young worker, employers must assess the risks to their health and safety and consider the suitability of the proposed work.

This means taking into account factors including:

• Lack of experience.

• Lack of maturity.

• Lack of awareness of potential risks.

Employers are required to inform employees of risks to their health and safety.

For employers of children, this also requires parents to be provided with comprehensible and relevant information concerning:

• The risks to the child.

• The preventative and protective measures in place.

This requirement applies to employers of children but not to employers of young persons who are over the compulsory school-leaving age.

Summary of Legislation

Laws Relating to the Employment of Children in Scotland

The following summary sets out the provisions contained in the original SCTA guidance:

• No child shall be employed under 14 years of age.

• Only light work shall be undertaken.

• A child shall not work before the close of school hours.

• A child shall not work before 7:00 am on any day.

• A child shall not work after 7:00 pm on any day.

• A child shall not work for more than two hours on any school day.

• A child shall not work for more than two hours on a Sunday.

• A child shall not work for more than eight hours on a non-school day or a day other than Sunday, with a limit of five hours for children under 15.

• A child shall not work for more than 35 hours during school holidays, with a limit of 25 hours for children under 15.

• A child shall not work for more than four hours in any day without a rest break of one hour.

• A child shall have at least two consecutive weeks’ holiday each year, to be taken during the school holidays.

Acknowledgement

The Scottish Clay Target Association Ltd. acknowledges the assistance of Wright Johnston Mackenzie, Solicitors, Glasgow, for their valuable assistance in the preparation of this document.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Child Protection

Introduction

This is an introduction to the responsibilities of coaches, members and everyone associated with clay shooting in Scotland.

The Scottish Clay Target Association Ltd. considers that this introduction to the Child and Vulnerable Adult Protection Policy should be understood by every member of the SCTA.

This document should be read in conjunction with the full policy and implemented at every clay target club in Scotland.

It is unfortunately a situation of modern life that children are sought out by some people simply to abuse them. The SCTA believes that it has a responsibility to look after the interests of children and vulnerable adults, particularly when participating in our sport.

There is both a moral and legal obligation to do what is reasonable in all the circumstances for the purpose of safeguarding or promoting the welfare of children and vulnerable adults.

Therefore, the SCTA wishes to impress upon everyone associated with shooting that each individual has a duty of care in relation to this legislation.

Remember

• The child’s welfare comes first.

• All children, regardless of age, disability, gender, racial origin, religious belief or sexual identity, have a right to be protected from abuse.

The SCTA fully understands the implications of this legislation and the impact it has upon our coaches and members. Therefore, the SCTA asks all concerned to ensure that there is a general understanding at individual, club and national levels.

Instruction on this Policy should be included at all courses held by the SCTA.

If there is any doubt, you should contact the SCTA Administrator for contact details of the Child Protection Officer.

“The Scottish Clay Target Association Ltd. has developed the policy document in conjunction with sportscotland to enable our affiliated grounds and individual members to provide and promote a safe and secure environment for children and vulnerable adults. We are very proud of our sport and place the future of it in the hands of today’s children in the hope and expectation that they will one day be great ambassadors for every sport.”

Policy Statement

“The Scottish Clay Target Association Ltd. is dedicated to the promotion and implementation of appropriate procedures to safeguard the well-being of children and vulnerable adults and protect them from abuse, requiring all members to implement this policy and procedures.”

Policy Aims

The aims of the Policy are to:

• Provide children and vulnerable adults with appropriate safety and protection whilst involved in shooting.

• Allow all SCTA members to make informed and confident responses to specific child protection or vulnerable adult issues.

Good Practice When Dealing with Children in Shooting

The following principles should be observed when working with children:

Supervision

Avoid situations where a coach or official and a child are alone. The SCTA stresses that one-to-one contact should never be allowed.

Physical Contact

When coaching on or off the firing point, avoid physical contact as much as possible.

If physical contact is necessary, for example when teaching new shooting positions, ascertain the views of the child and their parent or carer.

It is often best to explain exactly what you are going to do before starting the lesson.

Changing Rooms and Accommodation

Ask parents, carers and/or nominated club officials to be responsible for children in changing rooms or overnight accommodation.

Teachers, coaches and club officials should work in pairs if classes or groups of children have to be supervised in a changing room or overnight accommodation.

Personal Care

It may sometimes be necessary for members to undertake tasks of a personal nature for children or vulnerable adults, particularly if they are very young or vulnerable.

These tasks should only be carried out with the full understanding and consent of the child or vulnerable adult and, where possible, their parents or guardians.

It is important to respect their views.

If a person is fully dependent upon you, talk with them about what you are doing and give them choices wherever possible. This is particularly important if you are involved in:

• Dressing or undressing outer clothing.

• Physical contact.

• Lifting.

• Assisting a child or vulnerable adult to carry out particular activities.

Do not take responsibility for tasks for which you are not appropriately trained.

Mixed Teams

Ensure that mixed teams are always accompanied by both male and female coaches, managers or other appropriate personnel.

If the procedures and guidance contained in the Policy are implemented properly, they can offer safeguards to everyone involved in shooting and, in doing so, help to maintain the credibility of the SCTA and its constituent bodies.

Most importantly, they can help to prevent children from being abused.

Additional Good Practice

Members should:

• Obtain written parental consent before transporting children in their cars.

• Ensure that, where overnight accommodation is required at an event, adults do not enter children’s rooms or invite children into their rooms.

• Obtain written parental consent to act in loco parentis, if the need arises to administer emergency first aid or other medical treatment.

• Keep a written record of any injury that occurs, together with details of any treatment given.

• Make themselves familiar with the relevant practice guidelines of the appropriate local Area Child Protection Committees.

If You Have Concerns About the Welfare of a Child

It is not the responsibility of anyone from the SCTA to decide whether or not a child or vulnerable adult has been abused.

It is, however, everyone’s responsibility to report concerns.

Always make concise and clear notes of what you have seen and pass these on to the appropriate person. Do not waste time in making your report.

If you do not know who the Club Child Protection Officer is, you should inform a club official, for example:

• The Club Secretary.

• The Chairperson.

• A coach.

• Any committee member.

• At an event, the Club Safety Officer.

This should not be done through a person whom you suspect may be involved in the matter.

Where Appropriate

If you are a club official or the Club Safety Officer at an event, you can:

• Talk to the child’s parents or carers about the concerns if you think there may be an obvious explanation, such as a bereavement or pressure from studies or examinations.

• Contact the SCTA Child Protection Officer (CPO).

• If you are working with shooters away from home, perhaps at a training camp or national or regional competition, tell the Team Manager or Chief Coach.

• If you are working with a school, tell the Head Teacher.

• If you are working with a local authority, refer to your local Child Protection procedures.

• If you are working with Scouts, CCF or another organisation, refer to that organisation’s Child Protection procedures.

Again, please remember to make a detailed note of what you have seen or heard, but do not delay in passing on the information.

It is also advisable to write to your member governing body and/or the SCTA to advise them of your concern and to whom you have reported it.

If a Child Tells You He or She Is Being Abused

If a child tells you that they are being abused:

• Stay calm.

• Do not promise to keep it to yourself.

• Listen to what the child says and take it seriously.

• Only ask questions if you need to clarify what the child is telling you. Do not ask the child about explicit details.

• Make a detailed note of what the child has told you but, as advised in the previous section, do not delay in passing on the information.

Allegations

Refer to Sections 7.5 to 7.56 of the SCTA Child Protection Policy for guidance in this matter.

It should be remembered that, in Scotland, the reporting procedures are different from those in England and Wales. Particular attention should therefore be paid to this section of the Policy.

Minimum Requirements

SCTA Affiliated Clubs that provide coaching to young persons should be aware of the Protection of Children Act 1999.

Clubs are advised to adopt the SCTA Child Protection Charter, as set out in Appendix 2, and to hold the appropriate qualifications and insurance as specified therein.

Appendix 1 — Contacts

sportscotland

Ethics Manager
Caledonia House
South Gyle
Edinburgh
EH12 9DQ

Telephone: 0131 317 7200
Website: www.sportscotland.org.uk
E-mail: child.protection@sportscotland.org.uk

Children 1st

Child Protection in Sport Development Worker
Learning and Teaching Scotland
74 Victoria Crescent Road
Glasgow
G12 9JN

Telephone: 0141 339 4005
Website: www.children1st.org.uk

NSPCC Child Protection Helpline

Telephone: 0808 800 5000

Childline Scotland

Telephone: 0800 1111

Child Protection in Sport Unit

NSPCC
3 Gilmour Close
Beaumont Leys
Leicester
LE4 1EZ

Telephone: 0116 234 7278
Website: www.sportsprotects.org.uk

sportscoach UK

Website: http://www.sportscoachuk.org/

Appendix 2 — The SCTA Clubs and Coaches Charter on Child Welfare

Rights

1. Coaches

Coaches must respect the rights and dignity of every person and treat them equally within the context of their sport.

Safety Before Development

2. Safety and Well-Being

Coaches must place the well-being and safety of their pupils above the development of performance.

They should follow all guidelines laid down by the SCTA, as described in the SCTA Child and Vulnerable Adult Protection Policy, and hold appropriate insurance cover.

Relationships

3. Trust and Respect

Coaches must develop a working relationship with their pupils based on mutual trust and respect.

Coaches must never exert undue influence to obtain personal benefit or reward.

Pupils’ Responsibilities

4. Responsibility

Coaches must encourage and guide shooters to accept responsibility for their own behaviour.

Personal Standards

5. Qualifications

Coaches should hold an up-to-date minimum SCTA Level One coaching qualification.

Abilities

6. Appropriate Activities

Coaches must ensure that the activities they direct or advocate are appropriate for the age, maturity, experience and ability of the individual.

Expectations

7. Clear Expectations

Coaches should, at the outset, clarify with pupils and, where appropriate, their parents exactly what is expected of them and what pupils are entitled to expect from their coach.

Positive Promotion

8. Positive Aspects of Sport

Coaches should always promote the positive aspects of their sport, such as fair play, and never condone rule violations or the use of prohibited substances.

Personal Standards

9. Behaviour and Appearance

Coaches must consistently display high standards of behaviour and appearance.

This Charter is reproduced with amendments by courtesy of sportscoach UK.

Child and Vulnerable Adult Officers

The following criteria apply to the appointment of members with specific responsibility for the protection of children and vulnerable adults at Association and Club level.

SCTA Child and Vulnerable Adult Officer

The Child and Vulnerable Adult Officer (Child Protection Officer or CPO) has the main responsibility for managing child and vulnerable adult protection issues within the Scottish Clay Target Association Ltd.

The role and responsibilities of the Child and Vulnerable Adult Officer are detailed below.

Specific responsibilities in relation to allegations against members are detailed in the Procedure for Managing Suspicions and Allegations of Abuse of a Child or Vulnerable Adult Against Members, Section 7.5.

Role and Responsibilities of the Child and Vulnerable Adult Officer

Within the SCTA

Within the SCTA, the Child and Vulnerable Adult Officer (CPO) will:

• Implement and promote the SCTA’s Child and Vulnerable Adult Protection Policy and Procedures.

• Regularly report to the SCTA Management Board.

• Act as the main contact within the SCTA for the protection of children and vulnerable adults.

• Provide information and advice on the protection of children and vulnerable adults.

• Support and raise awareness of the protection of children and vulnerable adults.

• Communicate with members on issues of child and vulnerable adult protection.

• Keep abreast of developments and understand the latest information on data protection, confidentiality and other legal issues that impact upon the protection of children and vulnerable adults.

• Encourage good practice and support procedures to protect children and vulnerable adults.

• Establish and maintain contact with local statutory agencies, including the Police and Social Work Department.

• Maintain confidential records of reported cases and action taken, liaise with statutory agencies, and ensure that they have access to all necessary information.

• Organise training for members and Affiliated Club CPOs.

• Regularly monitor and review the SCTA’s Child and Vulnerable Adult Protection Policy and Procedures.

Within SCTA Affiliated Clubs

Within SCTA Affiliated Clubs, the Child and Vulnerable Adult Officer will:

• Implement and promote the SCTA’s Child and Vulnerable Adult Protection Policy and Procedures.

• Regularly report to the Management Board of the SCTA.

• Act as the main contact within the Club for the protection of children and vulnerable adults.

• Encourage good practice and support procedures to protect children and vulnerable adults.

• Keep abreast of developments and understand the latest information on data protection, confidentiality and other legal issues that impact upon the protection of children and vulnerable adults.

• Communicate with the SCTA’s Child and Vulnerable Adult Officer.

• Maintain confidential records of reported cases and action taken, liaise with statutory agencies, and ensure that they have access to all necessary information.

• Report cases, concerns and action taken to the SCTA’s Child and Vulnerable Adult Officer.

• Attend training on the protection of children and vulnerable adults.

• Establish and maintain contact with local statutory agencies, including the Police and Social Work Department.

• Monitor and review the Child and Vulnerable Adult Protection Policy and Procedures for their Club.

Guidance

The roles and responsibilities of the Child and Vulnerable Adult Officer provide the basis of a job description for this position.

Within any governing body, affiliated or independent club, it is recommended that the Child and Vulnerable Adult Officer be a member of the Board of Management, administration or committee, whilst still maintaining the necessary independence to ensure that there are no conflicts of interest.

Recommended Characteristics of the Child and Vulnerable Adult Officer

The Child and Vulnerable Adult Officer should:

• Have an understanding of the issues affecting children a

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Club Safety Policy Statement

Suggested Draft for Club and Shooting Ground Use

General

1. This written statement will be displayed publicly, and the attention of all shooters, spectators, trappers and scorers will be drawn to it.

2. A named, SCTA-trained Safety Officer will be appointed at each shoot. This person will be responsible for the safe layout of all traps and stands.

3. Referees, trappers and scorers are required to halt trapping and shooting if a dangerous situation arises and must not resume until clearance has been given by the Safety Officer.

4. The shoot organisers will maintain a portable First Aid box in the clubhouse, which will be clearly signed.

5. The organisers will maintain appropriate Public Liability and Employers’ Liability Insurance.

6. All competitors will adhere to the regulations covering all required safety equipment.

Traps

7. No traps will be set in a position from which a trapper can be visible to any shooter standing at a firing mark.

8. All trap houses must be capable of withstanding a direct double discharge at point-blank range without penetration.

The trap house will be equipped with a red flag so that the trapper can indicate a “Cease Fire”.

9. All trappers will be individually shown the safe operation of all models of trap that they may be expected to operate, particularly:

• Un-cocking.

• Loading.

• Releasing.

10. All trappers will be issued with:

• Eye protection.

• Ear protection.

• Gloves.

• A red flag.

No person without appropriate training and authority from the ground administrators may approach a “Stacking”, “Automatic” or “Carousel” trap.

11. All guns will be required to be broken and unloaded at all times except when actually being used to shoot clay targets.

Semi-automatic shotguns will be sleeved or “flagged” when not in use.

Shooters

12. No guns should be brought into the clubhouse.

13. When a gun is left in a vehicle, it should be:

• Empty.

• Out of sight.

• Secured within a locked vehicle.

Public

14. A clearly defined “Safety Zone” will be laid out to allow spectators and shooters safe passage between all shooting marks and to allow safe observation of shooting.

15. All traps will be set to ensure that no part of broken clays can fall into the Safety Zone.

16. Hearing and eye protection will be available at the clubhouse for spectators and members of the public.

Shooting Positions and Related Matters

17. All shooting cages will be constructed so that the gun cannot be pointed in any direction other than that required to safely shoot the target.

18. All firing positions will have a stable base from which the competitor can safely shoot.

Important Notice

THIS IS A SPECIMEN DOCUMENT FOR GUIDANCE ONLY AND SHOULD BE ALTERED TO SUIT THE INDIVIDUAL CIRCUMSTANCES OF EACH GROUND AND CLUB.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Ear Protection

Introduction

The following information provides guidance on:

• Your legal duties regarding the provision of ear protection.

• The types of ear protection available.

• Providing proper instruction and training in the correct use of ear protection.

• Ensuring ear protection is worn properly and maintained correctly.

You have a legal duty, under the Noise at Work Regulations 1989 (the Noise Regulations), to reduce the risk of damage to your employees’ hearing.

All participants at SCTA events are advised to read the relevant passages in the General and Technical Rules.

Controlling noise at source is usually the most cost-effective means of reducing exposure. When ear protection is used, it needs to be effective.

You are advised to provide your employees with the HSE pocket card “Protect Your Hearing!” as a reminder to wear their ear protection.

Ear Protection and the Noise Regulations

You have to:

• Tell your employees about the risk of damage to their hearing from exposure to loud noise.

• Provide your employees with ear protection if they ask for it when their daily personal noise exposure at work, for an eight-hour working day, exceeds 85 dB(A) but is less than 90 dB(A).

• Provide your employees with ear protection and ensure they use it properly when their daily personal noise exposure exceeds 90 dB(A), or when they are exposed to very loud impulsive noise, for example, from explosions or when using cartridge tools or drop hammers.

• Mark Ear Protection Zones with signs showing that ear protection must be worn where daily personal noise exposures have been assessed as exceeding 90 dB(A).

• Provide your employees with training and information on the use and care of ear protection.

Selecting Ear Protection

The main types of ear protection are:

• Earmuffs / Ear Defenders — which completely cover the ear.

• Earplugs — which are inserted into the ear canal.

• Semi-inserts, also called canal caps — which cover the entrance to the ear canal.

The ear protection you select will need to:

• Reduce employees’ daily personal noise exposure to below 90 dB(A).

• Provide the most appropriate ear protection in relation to the level and nature of the noise.

• Use the results from your noise assessment, as required by the Noise Regulations, together with information from ear protection suppliers, to help make your choice.

• If necessary, contact your supplier for further information.

• Be suitable for the employees’ working environment, taking comfort and hygiene into consideration.

• Be compatible with other protective equipment used by the employee, such as hard hats, dust masks and eye protection.

Wherever possible, provide your employees with a suitable range of effective ear protection so that they can choose the type that suits them best.

Some employees may have a preference for a particular type, or may not be able to use certain types of ear protection because of ear infections.

Instruction and Training

Employees should be told:

• The likely noise exposure and the risk to hearing created by the noise.

• Why ear protection has been issued.

• Who is responsible for issuing ear protection.

• The employee’s duties under the Noise Regulations, including their duty to:

  • Wear any ear protection provided.

  • Look after the ear protection provided.

• Why it is important to wear ear protection at all times in a noisy environment. Removing ear protection, even for a few minutes, can considerably reduce the effective protection provided to the wearer.

• How to wear ear protection at the same time as other protective equipment.

• How factors such as long hair, spectacles, earrings, hats or leads from personal stereos can reduce the effectiveness of ear protection.

Avoid trapping long hair, safety glasses or earrings between the earmuff seal and the head.

Employees should also be told:

• Where to use ear protection, including information about Ear Protection Zones.

• How to care for and check their ear protection daily. They should be shown examples of ear protection that is clean and in good condition.

• How to store their ear protection correctly.

• How to report damaged or lost ear protection and obtain replacements.

• An adequate supply of replacement earplugs should always be available.

Safety and employee representatives may play a useful role in instruction and training.

Employees should also be shown the correct and incorrect methods of fitting earplugs.

Maintenance

Ensure that ear protection remains effective and check that:

• Its overall condition is good and it is clean.

• Earmuff seals are undamaged.

• The tension of headbands has not been reduced.

• There are no unofficial modifications.

• Compressible earplugs are soft, pliable and clean.

Supervision

People may be reluctant to use ear protection, so you need to ensure that employees use it correctly.

You may wish to:

• Put someone in authority in overall charge of issuing ear protection and checking that it is used properly.

• Ensure replacement ear protection is readily available.

• Incorporate the wearing of ear protection into the company’s safety policy, in consultation with workers and their safety and employee representatives.

• Carry out spot checks to ensure that the rules are being followed and that ear protection is being used properly.

• Where an employee is not wearing ear protection properly, ask them why and either resolve the problem at the time or consider giving them a verbal warning and recording it.

• If employees persistently fail to use ear protection properly, follow the normal company disciplinary procedures.

• Ensure that all managers and supervisors set a good example by wearing ear protection at all times when in an Ear Protection Zone.

Further Reading

HSE Publications

Reducing Noise at Work: Guidance on the Noise at Work Regulations 1989
L108, HSE Books, 1998
ISBN 0717615111
Part 6 deals with the Selection and use of personal ear protection — Advice for employers.

Introducing the Noise at Work Regulations: A Brief Guide to the Requirements Controlling Noise at Work
INDG75 (rev), HSE Books, 1989
Available free for single copies or in priced packs.
ISBN 0717609618.

Noise at Work — A Guide for Employees
INDG99 (rev), HSE Books, 1991
Available free for single copies or in priced packs.
ISBN 0717609626.

Protect Your Hearing! — Pocket Card
INDG299, HSE Books, 1999
Available free for single copies or as part of a pack with leaflets and posters.
ISBN 0771624846.

Wear Ear Protection Properly — Poster
Misc185, HSE Books, 1999
Available free for single copies or as part of a pack with leaflets and posters.
ISBN 0717624846.

While every effort has been made to ensure the accuracy of the references listed in this publication, their future availability cannot be guaranteed.

Further Information

HSE priced and free publications are available by mail order from:

HSE Books
PO Box 1999
Sudbury
Suffolk
CO10 2WA

Telephone: 01787 881165
Fax: 01787 313995

HSE priced publications are also available from good booksellers.

For other enquiries, contact the HSE Information Se

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

Eye Protection

Introduction

The following information provides guidance on:

• Your legal duties regarding the provision of eye protection.

• The types of eye protection available.

• Providing proper instruction and training in when and how to use eye protection correctly.

• Ensuring eye protection is worn properly and maintained correctly.

All participants at SCTA events are advised to read the relevant passages in the General and Technical Rules.

When eye protection is used, it needs to be effective.

Eye Protection Requirements

You have to:

• Tell your employees about the risk of damage to their eyes from clay target particles.

• Provide your employees with eye protection if they ask for it and ensure that they use it properly.

• Mark Eye Protection Zones with signs showing that eye protection must be worn.

• Provide your employees with training and information on the use and care of eye protection.

Selecting Eye Protection

European Standards for Eye Protection

The original guidance refers to the following European Standards:

• EN 166 — Specification.

• EN 167 — Optical test methods.

• EN 168 — Test methods other than optical.

The type of eye protection used should:

• Be suitable for the employees’ working environment, taking comfort and hygiene into consideration.

• Be compatible with other protective equipment used by the employee, such as hard hats, dust masks and ear protection.

Wherever possible, provide your employees with a suitable range of effective eye protection so that they can choose the type that suits them best.

Some employees may have a preference for a particular type, or may not be able to use certain types of eye protection for a variety of reasons.

Instruction and Training

Employees should be told:

• The likely exposure, risks and hazards requiring eye protection.

• Why eye protection has been issued.

• Who is responsible for issuing eye protection.

• The employee’s duties, including their duty to wear and look after any eye protection provided.

• Why it is important to wear eye protection at all times in a clay shooting environment.

• How to wear eye protection at the same time as other protective equipment.

• How factors such as long hair, spectacles, earrings, hats or leads from personal stereos can reduce the effectiveness of eye protection.

Avoid trapping long hair or earrings between the eye protection and the head.

Employees should also be told:

• Where to use eye protection, including information about Eye Protection Zones.

• How to care for and check their eye protection daily. They should be shown examples of eye protection that are clean and in good condition.

• How to store their eye protection correctly.

• How to report damaged or lost eye protection and obtain replacements.

• An adequate supply of replacement eye protection should always be available.

• The correct and incorrect methods of fitting eye protection.

Maintenance

Ensure that eye protection remains effective and check that:

• Its overall condition is good and it is clean.

• Lenses are undamaged.

• There are no unofficial modifications.

Supervision

People may be reluctant to use eye protection, so you need to ensure that employees use it correctly.

You may wish to:

• Put someone in authority in overall charge of issuing eye protection and checking that it is used properly.

• Ensure replacement eye protection is readily available.

• Incorporate the wearing of eye protection into the company or club safety policy, in consultation with workers, members and their safety and employee representatives.

• Carry out spot checks to ensure that the rules are being followed and that eye protection is being used properly.

• Where an employee is not wearing eye protection properly, ask them why and either resolve the problem at the time or consider giving them a verbal warning and recording it.

• If employees persistently fail to use eye protection properly, follow the normal company or club disciplinary procedures.

• Ensure that all administrators and members set a good example by wearing eye protection at all times when in an Eye Protection Zone.

Acknowledgement

The SCTA acknowledges the assistance of the Health and Safety Executive (HSE) in the production of this document.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

First Aid at Work — Frequently Asked Questions

Contents

• Q1: What is first aid at work?

• Q2: So, what do I need to do?

• Q3: What should I consider when assessing first-aid needs?

• Q4: What should I put in the first-aid box?

• Q5: What is an appointed person?

• Q6: What is a first aider?

• Q7: How many first aiders or appointed persons do I need?

• Q8: Do I have to do anything else?

• Q9: Where can I get further information?

This publication answers some basic questions about first-aid provision at work. It is aimed at employers in small and medium-sized enterprises, but may be useful to all employers, managers and others involved in first aid.

Q1: What Is First Aid at Work?

People at work can suffer injuries or fall ill. It does not matter whether the injury or illness is caused by the work they do or not.

What is important is that they receive immediate attention and that an ambulance is called in serious cases.

First aid at work covers the arrangements you must make to ensure this happens. It can save lives and prevent minor injuries from becoming major ones.

Q2: So, What Do I Need to Do?

The Health and Safety (First-Aid) Regulations 1981 require you to provide adequate and appropriate equipment, facilities and personnel to enable first aid to be given to your employees if they are injured or become ill at work.

What is adequate and appropriate will depend on the circumstances of your workplace, and you should assess what your first-aid needs are (see Q3).

The minimum first-aid provision on any work site is:

• A suitably stocked first-aid box (see Q4).

• An appointed person to take charge of first-aid arrangements (see Q5).

It is also important to remember that accidents can happen at any time. First-aid provision needs to be available at all times when people are at work.

Q3: What Should I Consider When Assessing First-Aid Needs?

Many small firms will only need to make the minimum first-aid provision. However, there are factors which might make greater provision necessary.

The following checklist covers the points you should consider.

Aspects to Consider

You are required by law to make an assessment of significant risks in your workplace. Consider:

• What are the risks of injury and ill health identified in your risk assessment?

• Are there any specific risks, for example, working with:

  • Hazardous substances?

  • Dangerous tools?

  • Dangerous machinery?

  • Dangerous loads or animals?

• Are there parts of your establishment where different levels of risk can be identified, for example, in the clubhouse or trap house?

• What is your record of accidents and cases of ill health? What type are they and where did they happen?

• How many people are employed on the ground?

• Are there inexperienced workers on site, or employees with disabilities or special health problems?

• Are the premises spread out, for example, are there several buildings on the site or multi-floor buildings?

• Is there shift work or out-of-hours working?

• Is your workplace remote from emergency medical services?

• Do you have employees who travel frequently or work alone?

• Do any of your employees work at sites occupied by other employers?

• Do you have work-experience trainees?

• Do members of the public visit your premises?

Impact on First-Aid Provision

If the risks are significant, you may need to employ first aiders (see Q6 and Q7).

You will need to consider:

• Specific training for first aiders.

• Extra first-aid equipment.

• Precise positioning of first-aid equipment.

You will probably need to make different levels of provision in different parts of the establishment. You may need to:

• Locate first-aid provision in specific areas.

• Review the contents of the first-aid box (see Q4).

• Provide special equipment.

• Consider the local positioning of equipment.

You will need to consider provision in each building or on several floors.

Remember that there needs to be first-aid provision at all times when people are at work.

If your workplace is remote from emergency medical services, you will need to:

• Inform local medical services of your location.

• Consider special arrangements with the emergency services.

For employees who travel frequently or work alone, you will need to consider:

• Issuing personal first-aid kits and training staff in their use.

• Issuing personal communication devices to employees.

Where employees work at sites occupied by other employers, you will need to make arrangements with the other site occupiers.

Where work-experience trainees are present, your first-aid provision must cover them.

You have no legal responsibilities for non-employees, but the HSE strongly recommends that you include them in your first-aid provision.

Q4: What Should I Put in the First-Aid Box?

There is no standard list of items to put in a first-aid box. It depends on what you assess the needs to be.

However, as a guide, and where there is no special risk in the workplace, a minimum stock of first-aid items would be:

• A leaflet giving general guidance on first aid, e.g. the HSE leaflet Basic Advice on First Aid at Work (see “Where can I get further information?”).

• 20 individually wrapped sterile adhesive dressings, assorted sizes.

• Two sterile eye pads.

• Four individually wrapped triangular bandages, preferably sterile.

• Six safety pins.

• Six medium-sized (approximately 12 cm × 12 cm) individually wrapped sterile, unmedicated wound dressings.

• Two large (approximately 18 cm × 18 cm) individually wrapped sterile, unmedicated wound dressings.

• Many pairs of disposable gloves.

• Several plastic disposable bags of assorted sizes.

• A face shield for resuscitation.

• Alcohol-free wipes.

• Sterile eyewash solution (2 × 500 ml), only where the work process presents an increased risk of eye injury and there is no running water available.

Tablets or other medication must NOT be kept in the first-aid box.

The above is a suggested contents list only. Equivalent but different items are considered acceptable.

The quantities listed above are an ideal minimum for approximately 10 people working in a low-risk environment.

It is advisable to have small boxes at various sites instead of one large box. Ensure that they are clearly signed and, if they are located out on the shooting ground, make sure the contents are checked regularly.

Q5: What Is an Appointed Person?

An appointed person is someone you choose to:

• Take charge when someone is injured or falls ill, including calling an ambulance if required.

• Look after the first-aid equipment, including restocking the first-aid box.

Appointed persons should not attempt to give first aid for which they have not been trained, although short emergency first-aid training courses are available.

Remember that an appointed person should be available at all times when people are at work on site. This may mean appointing more than one person.

Q6: What Is a First Aider?

A first aider is someone who has undergone a training course in administering first aid at work and holds a current first-aid-at-work certificate.

The training has to have been approved by the HSE.

Lists of local training organisations are available from HSE offices.

You may decide, following your first-aid assessment, that you need one or more first aiders.

A first aider can undertake the duties of an appointed person.

Q7: How Many First Aiders or Appointed Persons Do I Need?

It is not possible to give hard-and-fast rules on when or how many first aiders or appointed persons might be needed.

This will depend on the circumstances of each particular organisation or worksite.

Refer to the following table after working through the assessment checklist in Q3. It offers suggestions on how many first aiders or appointed persons might be needed in relation to categories of risk and the number of employees.

The details in the table are suggestions only. They are not definitive and are not a legal requirement.

It is for you to assess your first-aid needs in the light of your particular circumstances.

Suggested Numbers of First-Aid Personnel

First-aid personnel should be available at all times when people are at work, based on assessments of risk and the number of workers.

Where there are special circumstances, such as remoteness from emergency medical services, shift work, or sites with several separate buildings, there may need to be more first-aid personnel than set out below.

Increased provision will be necessary to cover for absences.

Lower Risk

Examples: shops and offices.

Medium Risk

Examples: light engineering and assembly work, food processing and warehousing.

Higher Risk

Examples: most construction, slaughterhouses, chemical manufacture, and extensive work with dangerous machinery or sharp instruments.

Q8: Do I Have to Do Anything Else?

You have to inform employees of the first-aid arrangements.

Putting up notices telling staff who and where the first aiders or appointed persons are, and where the first-aid box is located, will usually be sufficient.

However, remember that you will need to make special arrangements to provide first-aid information to employees with reading or language difficulties.

Q9: Where Can I Get Further Information?

The free leaflet Basic Advice on First Aid at Work (IND(G)215L, 1997) was published by HSE Books. It was also available in priced packs.

More detailed practical guidance on complying with first-aid-at-work duties was published by the Health and Safety Commission:

First Aid at Work: Approved Code of Practice and Guidance
L74, 1997
ISBN 0 7176 1050 0

HSE priced and free publications were available by mail order from:

HSE Books
PO Box 1999
Sudbury
Suffolk
CO10 6FS

Telephone: 01787 881165
Fax: 01787 313995

HSE priced publications were also available from good booksellers.

For other enquiries, the original publication provided the following contact details:

HSE Information Centre
Broad Lane
Sheffield
S3 7HQ

Telephone: 08701 545500

HSE Disclaimer

This leaflet contains notes on good practice which are not compulsory but which may be helpful when considering what you need to do.

The original publication stated that the information was current at March 1997.

IND(G)214L 3/97 C500

The publication could be freely reproduced, except for advertising, endorsement or commercial purposes, with the source acknowledged as HSE.

Professional Advice

Question: Can I get professional advice on what is required for a sports ground?

Answer: Yes.

The original SCTA document provided a “Click Here” link for further professional advice.

Acknowledgement

The SCTA acknowledges the assistance of the Health and Safety Executive (HSE) in the production of this document.

Copyright © SCTA. All rights reserved.

Website provided by NetMedia Business Solutions.

FIVE STEPS TO RISK ASSESSMENT

Contents

1. Introduction

2. Understanding Hazard and Risk

3. Step 1 – Look for the Hazards

4. Step 2 – Decide Who Might Be Harmed and How

5. Step 3 – Evaluate the Risks and Decide What More Should Be Done

6. Step 4 – Record Your Findings

7. Step 5 – Review and Revise Your Assessment

8. Appendix – Risk Assessment Checklists

1. Introduction

This guidance is intended to help employers, self-employed persons, affiliated grounds and members assess health and safety risks in the workplace.

It is particularly relevant to organisations involved in commercial, service, light industrial and sporting activities, including the operation and management of clay target shooting grounds and events.

A risk assessment is a careful examination of what, in your work or activities, could cause harm to people. It allows you to determine whether you have taken adequate precautions or whether further action is required to prevent injury or ill health.

The aim is to ensure that people are not exposed to unnecessary risks.

Accidents and ill health can have serious consequences for individuals and organisations. They can result in injury, loss of working time, damage to equipment or property, increased insurance costs, legal action and disruption to activities.

Employers and those responsible for workplaces have legal duties to assess and manage health and safety risks.

The important questions are:

• What hazards are present?

• Who could be harmed?

• How could they be harmed?

• How likely is harm to occur?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

• What further action, if any, is necessary?

For example, electricity can cause serious injury or death. However, in an ordinary workplace the risk may be low where electrical installations are properly maintained, live components are insulated and metal casings are correctly earthed.

2. Understanding Hazard and Risk

The terms hazard and risk have specific meanings.

What is a hazard?

A hazard is anything that has the potential to cause harm.

Examples include:

• Electricity

• Chemicals

• Machinery and moving parts

• Working at height

• Vehicles

• Manual handling

• Noise

• Dust and fumes

• Slips and trips

• Fire

• Poor lighting

• Extreme temperatures

What is risk?

Risk is the likelihood that someone could be harmed by a hazard, together with the potential severity of that harm.

A hazard may be significant, but the risk may be low if suitable precautions are already in place.

3. The Five Steps to Risk Assessment

A risk assessment can be carried out using five straightforward steps:

STEP 1 – Look for the hazards

Identify anything that could reasonably cause harm.

STEP 2 – Decide who might be harmed and how

Consider employees, contractors, visitors, members of the public and anyone else who could be affected.

STEP 3 – Evaluate the risks and decide what more should be done

Consider the likelihood and potential severity of harm and determine whether existing precautions are adequate.

STEP 4 – Record your findings

Record the significant hazards, who may be affected, the precautions already in place and any further action required.

STEP 5 – Review and revise your assessment

Review the assessment regularly and whenever significant changes occur.

STEP 1 – LOOK FOR THE HAZARDS

Walk around the workplace or activity area and look at what could reasonably be expected to cause harm.

Try to look at the workplace afresh. Do not concentrate on trivial matters; focus on significant hazards that could result in serious harm or affect several people.

Consider asking employees, members, safety representatives or others involved in the activity what they think. They may identify hazards that are not immediately obvious.

Other useful sources of information include:

• Manufacturers’ instructions

• Safety data sheets

• Previous accident and incident records

• Records of ill health

• Equipment inspection records

• Existing procedures and policies

Consider the activities being undertaken as well as the physical workplace.

For example, hazards may arise from:

• Machinery

• Vehicles

• Electrical equipment

• Work at height

• Manual handling

• Hazardous substances

• Noise

• Slips, trips and falls

• Fire

• Members of the public

• Contractors

• Weather conditions

• Poor housekeeping

• The interaction between different activities

The objective is not to produce an unnecessarily complicated document. In many workplaces the hazards are relatively few and straightforward.

A risk assessment should reflect the actual risks associated with the work or activity.

Small organisations may be able to carry out their own risk assessments where they have sufficient knowledge and understanding of the hazards involved.

Larger organisations may choose to involve a responsible employee, safety representative or competent safety professional.

Where you are not confident that the risks can be adequately assessed, seek appropriate competent advice.

Remember that responsibility for ensuring the assessment is suitable and sufficient remains with those responsible for the workplace or activity.

STEP 2 – DECIDE WHO MIGHT BE HARMED AND HOW

Identify the groups of people who could be affected by each hazard.

There is generally no need to identify individuals by name. Consider groups of people undertaking similar activities or who may be exposed to the hazard.

These may include:

• Employees

• Members

• Operators

• Volunteers

• Maintenance personnel

• Cleaners

• Contractors

• Visitors

• Spectators

• Members of the public

• People sharing the workplace

• Lone workers

Particular consideration should be given to people who may be more vulnerable to particular hazards, including:

• Young or inexperienced workers

• Trainees

• New employees

• People with disabilities

• Lone workers

• Visitors

• Pregnant workers or new mothers, where relevant

• Contractors who may be unfamiliar with the workplace

Consider not only people who are present all the time, but also those who may enter the workplace occasionally.

You should also consider whether your activities could create risks for people outside your immediate workplace or for people working for other organisations.

STEP 3 – EVALUATE THE RISKS AND DECIDE WHAT MORE SHOULD BE DONE

Once the hazards and people at risk have been identified, evaluate the risks.

For each significant hazard, consider:

• How likely is someone to be harmed?

• How serious could the consequences be?

• Who could be affected?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

Some level of risk may remain even after precautions have been taken. The important question is whether the remaining risk is sufficiently low and whether everything reasonably practicable has been done to control it.

Check Existing Precautions

First consider whether you have complied with relevant legal requirements.

Then consider whether your precautions:

• Meet recognised legal standards

• Follow recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

• Provide adequate information, instruction and training

• Include appropriate systems and procedures

Do not simply assume that existing arrangements are adequate. Consider whether further precautions are reasonably practicable.

Controlling Risks

Where further action is required, ask:

1. Can the hazard be eliminated altogether?

If not:

2. How can the risk be controlled so that harm is unlikely?

Where reasonably practicable, consider control measures in the following order:

1. Eliminate the hazard or use a less hazardous method.

2. Use a less risky option where possible.

3. Prevent access to the hazard, for example by guarding or physical separation.

4. Organise work to reduce exposure to the hazard.

5. Provide appropriate personal protective equipment (PPE).

6. Provide suitable welfare and emergency facilities, such as washing facilities and first aid arrangements.

PPE should not normally be regarded as the first or only means of controlling a risk where more effective controls are reasonably practicable.

Action Lists

Where the assessment identifies additional measures that are required, create an action list.

Give priority to:

• Risks that could result in serious harm

• Risks affecting large numbers of people

• Risks where existing controls are inadequate

• Actions required by law

The action list should identify:

• What needs to be done

• Who is responsible

• When it should be completed

• How completion will be confirmed

Different Workplaces and Changing Activities

Some work or activities vary considerably or take place at different locations.

In these circumstances:

1. Identify the hazards that can reasonably be expected.

2. Assess the associated risks.

3. When arriving at a new location, identify any additional hazards.

4. Obtain relevant information from those responsible for the site.

5. Introduce any additional precautions that are necessary.

Where several employers, contractors or organisations share a workplace, they should communicate with one another about risks arising from their respective activities.

Consider both:

• Risks your activities could create for others; and

• Risks created by the activities of others that could affect your employees, members or visitors.

Existing Assessments

You do not necessarily need to reassess a hazard where it has already been properly assessed elsewhere.

For example, where hazardous substances have already been assessed under the relevant COSHH requirements, the existing assessment and control measures may be referred to rather than duplicated.

Existing documents can be cross-referenced where appropriate.

STEP 4 – RECORD YOUR FINDINGS

Record the significant hazards identified and the conclusions reached.

A simple record might state:

Electrical installations: Insulation and earthing checked and found to be satisfactory.

or:

Welding fumes: Local exhaust ventilation provided and subject to regular inspection.

The written assessment should be suitable and sufficient.

It should demonstrate that:

• A proper examination of the workplace or activity was carried out.

• Consideration was given to who might be affected.

• Significant hazards were identified.

• The number of people who could be affected was considered.

• Appropriate precautions have been identified and implemented.

• Any remaining risk is adequately controlled.

• Further action has been identified where necessary.

Employees and other relevant persons should be informed of findings that affect them.

Avoid Unnecessary Duplication

A risk assessment does not need to reproduce information that is already contained in other relevant documents.

Where appropriate, you can refer to:

• Health and safety policies

• Operating procedures

• Company rules

• Manufacturers’ instructions

• Equipment manuals

• COSHH assessments

• Fire safety arrangements

• Training procedures

• Inspection and maintenance records

Cross-referencing these documents can make the risk assessment clearer and easier to maintain.

Electronic assessments should be appropriately protected against unauthorised alteration or loss.

STEP 5 – REVIEW AND REVISE YOUR ASSESSMENT

Risk assessments should not be regarded as permanent documents.

Review the assessment:

• At regular intervals

• Following an accident or significant incident

• When new equipment is introduced

• When new substances are introduced

• When working methods or procedures change

• When the workplace changes

• When there is a significant change in the people exposed to the risk

• When existing precautions are found to be ineffective

A minor or trivial change does not necessarily require the entire assessment to be rewritten.

However, if a change introduces a significant new hazard, the assessment should be reviewed and amended accordingly.

On review, check whether the existing precautions continue to control the risks adequately.

Where they do not, identify the additional action required and record the outcome of the review.

APPENDIX – RISK ASSESSMENT CHECKLISTS

STEP 1 – HAZARDS

Look for hazards that could reasonably be expected to result in significant harm under the conditions present in the workplace or activity.

Examples include:

• Slips and trips, such as poorly maintained floors or stairs

• Fire, including flammable materials

• Chemicals, such as battery acid

• Moving machinery and machinery components

• Work at height

• Falling or ejected materials

• Pressure systems

• Vehicles

• Electricity

• Dust

• Fumes

• Manual handling

• Noise

• Poor lighting

• Low or high temperatures

• Weather conditions

• Members of the public

• Interaction between different activities

STEP 2 – WHO MIGHT BE HARMED?

Consider groups of people rather than individuals by name.

Examples include:

• Employees

• Office staff

• Operators

• Maintenance personnel

• Contractors

• Cleaners

• Visitors

• Volunteers

• Members

• Members of the public

• People sharing the workplace

Pay particular attention to:

• People with disabilities

• Visitors

• Inexperienced staff

• Young workers

• Lone workers

• Trainees

• People who may be unfamiliar with the workplace

STEP 3 – IS MORE NEEDED TO CONTROL THE RISK?

For each significant hazard, consider whether the precautions already in place:

• Meet relevant legal requirements

• Comply with recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

Have you provided:

• Adequate information?

• Appropriate instruction?

• Suitable training?

• Appropriate supervision?

• Suitable systems and procedures?

• Appropriate equipment?

• Appropriate PPE?

• Emergency arrangements where necessary?

If the risk is adequately controlled, record the precautions in place.

Where the risk is not adequately controlled, identify the additional measures required and add them to the action list.

STEP 4 – RECORD YOUR FINDINGS

Ensure that the assessment clearly records:

• The significant hazards

• Who may be harmed

• Existing control measures

• The level of remaining risk, where applicable

• Further action required

• Who is responsible for that action

• The target completion date

• The review date

The assessment should contain enough information to demonstrate that a proper assessment has been carried out without becoming unnecessarily complicated.

STEP 5 – REVIEW AND REVISION

Set a review date for the assessment.

When reviewing it, check that:

• The hazards remain accurately identified.

• The people who may be affected have been considered.

• Existing precautions remain effective.

• Any previous actions have been completed.

• New hazards have not been introduced.

• Changes to equipment, substances or procedures have been considered.

If necessary, complete a new or revised risk assessment.

Remember

Changes to the workplace, including the introduction of new:

• Machines

• Equipment

• Substances

• Procedures

• Working methods

may introduce significant new hazards.

Look for the hazards, assess the risks and follow the five steps.

Acknowledgement

The Scottish Clay Target Association acknowledges the assistance of the Health and Safety Executive (HSE) in the production of this guidance.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated Grounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

FIVE STEPS TO RISK ASSESSMENT

Contents

1. Introduction

2. Understanding Hazard and Risk

3. Step 1 – Look for the Hazards

4. Step 2 – Decide Who Might Be Harmed and How

5. Step 3 – Evaluate the Risks and Decide What More Should Be Done

6. Step 4 – Record Your Findings

7. Step 5 – Review and Revise Your Assessment

8. Appendix – Risk Assessment Checklists

1. Introduction

This guidance is intended to help employers, self-employed persons, affiliated grounds and members assess health and safety risks in the workplace.

It is particularly relevant to organisations involved in commercial, service, light industrial and sporting activities, including the operation and management of clay target shooting grounds and events.

A risk assessment is a careful examination of what, in your work or activities, could cause harm to people. It allows you to determine whether you have taken adequate precautions or whether further action is required to prevent injury or ill health.

The aim is to ensure that people are not exposed to unnecessary risks.

Accidents and ill health can have serious consequences for individuals and organisations. They can result in injury, loss of working time, damage to equipment or property, increased insurance costs, legal action and disruption to activities.

Employers and those responsible for workplaces have legal duties to assess and manage health and safety risks.

The important questions are:

• What hazards are present?

• Who could be harmed?

• How could they be harmed?

• How likely is harm to occur?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

• What further action, if any, is necessary?

For example, electricity can cause serious injury or death. However, in an ordinary workplace the risk may be low where electrical installations are properly maintained, live components are insulated and metal casings are correctly earthed.

2. Understanding Hazard and Risk

The terms hazard and risk have specific meanings.

What is a hazard?

A hazard is anything that has the potential to cause harm.

Examples include:

• Electricity

• Chemicals

• Machinery and moving parts

• Working at height

• Vehicles

• Manual handling

• Noise

• Dust and fumes

• Slips and trips

• Fire

• Poor lighting

• Extreme temperatures

What is risk?

Risk is the likelihood that someone could be harmed by a hazard, together with the potential severity of that harm.

A hazard may be significant, but the risk may be low if suitable precautions are already in place.

3. The Five Steps to Risk Assessment

A risk assessment can be carried out using five straightforward steps:

STEP 1 – Look for the hazards

Identify anything that could reasonably cause harm.

STEP 2 – Decide who might be harmed and how

Consider employees, contractors, visitors, members of the public and anyone else who could be affected.

STEP 3 – Evaluate the risks and decide what more should be done

Consider the likelihood and potential severity of harm and determine whether existing precautions are adequate.

STEP 4 – Record your findings

Record the significant hazards, who may be affected, the precautions already in place and any further action required.

STEP 5 – Review and revise your assessment

Review the assessment regularly and whenever significant changes occur.

STEP 1 – LOOK FOR THE HAZARDS

Walk around the workplace or activity area and look at what could reasonably be expected to cause harm.

Try to look at the workplace afresh. Do not concentrate on trivial matters; focus on significant hazards that could result in serious harm or affect several people.

Consider asking employees, members, safety representatives or others involved in the activity what they think. They may identify hazards that are not immediately obvious.

Other useful sources of information include:

• Manufacturers’ instructions

• Safety data sheets

• Previous accident and incident records

• Records of ill health

• Equipment inspection records

• Existing procedures and policies

Consider the activities being undertaken as well as the physical workplace.

For example, hazards may arise from:

• Machinery

• Vehicles

• Electrical equipment

• Work at height

• Manual handling

• Hazardous substances

• Noise

• Slips, trips and falls

• Fire

• Members of the public

• Contractors

• Weather conditions

• Poor housekeeping

• The interaction between different activities

The objective is not to produce an unnecessarily complicated document. In many workplaces the hazards are relatively few and straightforward.

A risk assessment should reflect the actual risks associated with the work or activity.

Small organisations may be able to carry out their own risk assessments where they have sufficient knowledge and understanding of the hazards involved.

Larger organisations may choose to involve a responsible employee, safety representative or competent safety professional.

Where you are not confident that the risks can be adequately assessed, seek appropriate competent advice.

Remember that responsibility for ensuring the assessment is suitable and sufficient remains with those responsible for the workplace or activity.

STEP 2 – DECIDE WHO MIGHT BE HARMED AND HOW

Identify the groups of people who could be affected by each hazard.

There is generally no need to identify individuals by name. Consider groups of people undertaking similar activities or who may be exposed to the hazard.

These may include:

• Employees

• Members

• Operators

• Volunteers

• Maintenance personnel

• Cleaners

• Contractors

• Visitors

• Spectators

• Members of the public

• People sharing the workplace

• Lone workers

Particular consideration should be given to people who may be more vulnerable to particular hazards, including:

• Young or inexperienced workers

• Trainees

• New employees

• People with disabilities

• Lone workers

• Visitors

• Pregnant workers or new mothers, where relevant

• Contractors who may be unfamiliar with the workplace

Consider not only people who are present all the time, but also those who may enter the workplace occasionally.

You should also consider whether your activities could create risks for people outside your immediate workplace or for people working for other organisations.

STEP 3 – EVALUATE THE RISKS AND DECIDE WHAT MORE SHOULD BE DONE

Once the hazards and people at risk have been identified, evaluate the risks.

For each significant hazard, consider:

• How likely is someone to be harmed?

• How serious could the consequences be?

• Who could be affected?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

Some level of risk may remain even after precautions have been taken. The important question is whether the remaining risk is sufficiently low and whether everything reasonably practicable has been done to control it.

Check Existing Precautions

First consider whether you have complied with relevant legal requirements.

Then consider whether your precautions:

• Meet recognised legal standards

• Follow recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

• Provide adequate information, instruction and training

• Include appropriate systems and procedures

Do not simply assume that existing arrangements are adequate. Consider whether further precautions are reasonably practicable.

Controlling Risks

Where further action is required, ask:

1. Can the hazard be eliminated altogether?

If not:

2. How can the risk be controlled so that harm is unlikely?

Where reasonably practicable, consider control measures in the following order:

1. Eliminate the hazard or use a less hazardous method.

2. Use a less risky option where possible.

3. Prevent access to the hazard, for example by guarding or physical separation.

4. Organise work to reduce exposure to the hazard.

5. Provide appropriate personal protective equipment (PPE).

6. Provide suitable welfare and emergency facilities, such as washing facilities and first aid arrangements.

PPE should not normally be regarded as the first or only means of controlling a risk where more effective controls are reasonably practicable.

Action Lists

Where the assessment identifies additional measures that are required, create an action list.

Give priority to:

• Risks that could result in serious harm

• Risks affecting large numbers of people

• Risks where existing controls are inadequate

• Actions required by law

The action list should identify:

• What needs to be done

• Who is responsible

• When it should be completed

• How completion will be confirmed

Different Workplaces and Changing Activities

Some work or activities vary considerably or take place at different locations.

In these circumstances:

1. Identify the hazards that can reasonably be expected.

2. Assess the associated risks.

3. When arriving at a new location, identify any additional hazards.

4. Obtain relevant information from those responsible for the site.

5. Introduce any additional precautions that are necessary.

Where several employers, contractors or organisations share a workplace, they should communicate with one another about risks arising from their respective activities.

Consider both:

• Risks your activities could create for others; and

• Risks created by the activities of others that could affect your employees, members or visitors.

Existing Assessments

You do not necessarily need to reassess a hazard where it has already been properly assessed elsewhere.

For example, where hazardous substances have already been assessed under the relevant COSHH requirements, the existing assessment and control measures may be referred to rather than duplicated.

Existing documents can be cross-referenced where appropriate.

STEP 4 – RECORD YOUR FINDINGS

Record the significant hazards identified and the conclusions reached.

A simple record might state:

Electrical installations: Insulation and earthing checked and found to be satisfactory.

or:

Welding fumes: Local exhaust ventilation provided and subject to regular inspection.

The written assessment should be suitable and sufficient.

It should demonstrate that:

• A proper examination of the workplace or activity was carried out.

• Consideration was given to who might be affected.

• Significant hazards were identified.

• The number of people who could be affected was considered.

• Appropriate precautions have been identified and implemented.

• Any remaining risk is adequately controlled.

• Further action has been identified where necessary.

Employees and other relevant persons should be informed of findings that affect them.

Avoid Unnecessary Duplication

A risk assessment does not need to reproduce information that is already contained in other relevant documents.

Where appropriate, you can refer to:

• Health and safety policies

• Operating procedures

• Company rules

• Manufacturers’ instructions

• Equipment manuals

• COSHH assessments

• Fire safety arrangements

• Training procedures

• Inspection and maintenance records

Cross-referencing these documents can make the risk assessment clearer and easier to maintain.

Electronic assessments should be appropriately protected against unauthorised alteration or loss.

STEP 5 – REVIEW AND REVISE YOUR ASSESSMENT

Risk assessments should not be regarded as permanent documents.

Review the assessment:

• At regular intervals

• Following an accident or significant incident

• When new equipment is introduced

• When new substances are introduced

• When working methods or procedures change

• When the workplace changes

• When there is a significant change in the people exposed to the risk

• When existing precautions are found to be ineffective

A minor or trivial change does not necessarily require the entire assessment to be rewritten.

However, if a change introduces a significant new hazard, the assessment should be reviewed and amended accordingly.

On review, check whether the existing precautions continue to control the risks adequately.

Where they do not, identify the additional action required and record the outcome of the review.

APPENDIX – RISK ASSESSMENT CHECKLISTS

STEP 1 – HAZARDS

Look for hazards that could reasonably be expected to result in significant harm under the conditions present in the workplace or activity.

Examples include:

• Slips and trips, such as poorly maintained floors or stairs

• Fire, including flammable materials

• Chemicals, such as battery acid

• Moving machinery and machinery components

• Work at height

• Falling or ejected materials

• Pressure systems

• Vehicles

• Electricity

• Dust

• Fumes

• Manual handling

• Noise

• Poor lighting

• Low or high temperatures

• Weather conditions

• Members of the public

• Interaction between different activities

STEP 2 – WHO MIGHT BE HARMED?

Consider groups of people rather than individuals by name.

Examples include:

• Employees

• Office staff

• Operators

• Maintenance personnel

• Contractors

• Cleaners

• Visitors

• Volunteers

• Members

• Members of the public

• People sharing the workplace

Pay particular attention to:

• People with disabilities

• Visitors

• Inexperienced staff

• Young workers

• Lone workers

• Trainees

• People who may be unfamiliar with the workplace

STEP 3 – IS MORE NEEDED TO CONTROL THE RISK?

For each significant hazard, consider whether the precautions already in place:

• Meet relevant legal requirements

• Comply with recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

Have you provided:

• Adequate information?

• Appropriate instruction?

• Suitable training?

• Appropriate supervision?

• Suitable systems and procedures?

• Appropriate equipment?

• Appropriate PPE?

• Emergency arrangements where necessary?

If the risk is adequately controlled, record the precautions in place.

Where the risk is not adequately controlled, identify the additional measures required and add them to the action list.

STEP 4 – RECORD YOUR FINDINGS

Ensure that the assessment clearly records:

• The significant hazards

• Who may be harmed

• Existing control measures

• The level of remaining risk, where applicable

• Further action required

• Who is responsible for that action

• The target completion date

• The review date

The assessment should contain enough information to demonstrate that a proper assessment has been carried out without becoming unnecessarily complicated.

STEP 5 – REVIEW AND REVISION

Set a review date for the assessment.

When reviewing it, check that:

• The hazards remain accurately identified.

• The people who may be affected have been considered.

• Existing precautions remain effective.

• Any previous actions have been completed.

• New hazards have not been introduced.

• Changes to equipment, substances or procedures have been considered.

If necessary, complete a new or revised risk assessment.

Remember

Changes to the workplace, including the introduction of new:

• Machines

• Equipment

• Substances

• Procedures

• Working methods

may introduce significant new hazards.

Look for the hazards, assess the risks and follow the five steps.

Acknowledgement

The Scottish Clay Target Association acknowledges the assistance of the Health and Safety Executive (HSE) in the production of this guidance.

The Scottish Clay Target Association Limited (SCTA)

Health and Safety Policy

Guidance for Affiliated G

RISK ASSESSMENT FOR CLAY GROUNDS AND CLUBS

Important Notice

The Scottish Clay Target Association Limited (SCTA) Health and Safety Policy and associated guidance documents are issued for the guidance of affiliated Grounds and Members. Their purpose is to assist and encourage the maintenance of a safe clay target shooting environment.

This guidance must not be regarded as a definitive interpretation of health and safety legislation or as a substitute for professional advice.

Every Affiliated Ground and Member involved in the management, organisation or operation of clay target shooting activities is responsible for understanding and complying with the legislation and other requirements applicable to their particular circumstances.

Where appropriate, Grounds and Members should seek competent professional advice.

The SCTA accepts no responsibility for the adequacy of any individual Ground’s or Member’s health and safety arrangements, risk assessments or compliance with legislation.

1. RISK ASSESSMENT

Risk assessment is an important part of managing health and safety at a clay target shooting ground or club.

Those responsible for a Ground or Club should identify the significant hazards associated with their activities, determine who may be affected, assess the risks and put appropriate control measures in place.

The assessment should consider everyone who may be affected by the activities of the Ground or Club, including:

• Employees

• Members

• Competitors

• Officials

• Coaches and instructors

• Volunteers

• Contractors

• Visitors

• Spectators

• Members of the public

• Other persons who may be affected by the activities

The purpose of risk assessment is to ensure that activities are organised and carried out in a manner that controls risks so far as is reasonably practicable.

Risk assessments should be proportionate to the activities and risks involved. They should be reviewed periodically and whenever circumstances change significantly.

2. RISK CLASSIFICATION

The following simple classification may be used when recording the outcome of a risk assessment:

The method used to determine risk should be appropriate to the Ground’s activities.

Where a risk is assessed as High, consideration should be given to whether the activity should be stopped, restricted or otherwise controlled until suitable measures have been implemented.

3. HAZARD IDENTIFICATION CHECKLIST

The following checklist is intended as a prompt when carrying out a risk assessment. It is not exhaustive.

Grounds and Clubs should consider any additional hazards arising from their particular activities, layout, equipment, location or circumstances.

Access and Ground Layout

Consider:

• Access to and around trap houses

• Slips and trips

• Falls of persons

• Falling objects

• Obstructions

• Projections

• Confined or enclosed spaces

• Poor housekeeping

• Separation of vehicles and pedestrians

• Emergency vehicle access

• Access and egress routes

• Barriers, fencing and gates

• Signage

Services and Utilities

Consider:

• Overhead electrical supplies

• Underground electrical supplies

• Gas installations

• Water supplies

• Pipework and valves

• Surface water drainage

• Foul drainage

• Septic tanks

• Telephone and communications cables

• Other underground or overhead services

4. ORGANISATIONAL ARRANGEMENTS

Consider whether there are suitable arrangements for:

• Training

• Instruction

• Supervision

• Procedures

• Responsibilities

• Lines of command

• Discipline

• Accountability

• Emergency arrangements

• Health and safety communication

The SCTA recommends that Grounds and Clubs consider ensuring that appropriate personnel attend relevant SCTA safety courses or other suitable competency-based training.

5. OFFICE AND ADMINISTRATION AREAS

Consider:

• Workstations

• Display Screen Equipment (DSE)

• Electrical appliances

• P

rounds and Members

This document is issued solely for the guidance of affiliated Grounds and Members, with a view to assisting and encouraging the maintenance of a safe clay target shooting environment.

It must not be considered a definitive interpretation of the Health and Safety legislation.

It is specifically incumbent upon every Affiliated Ground and Member involved in the management of any clay target shooting event to be fully aware of the legislation as it applies to their particular circumstances.

Grounds and Members must seek the necessary professional advice where appropriate. The SCTA accepts no responsibility in this regard.

FIVE STEPS TO RISK ASSESSMENT

Contents

1. Introduction

2. Understanding Hazard and Risk

3. Step 1 – Look for the Hazards

4. Step 2 – Decide Who Might Be Harmed and How

5. Step 3 – Evaluate the Risks and Decide What More Should Be Done

6. Step 4 – Record Your Findings

7. Step 5 – Review and Revise Your Assessment

8. Appendix – Risk Assessment Checklists

1. Introduction

This guidance is intended to help employers, self-employed persons, affiliated grounds and members assess health and safety risks in the workplace.

It is particularly relevant to organisations involved in commercial, service, light industrial and sporting activities, including the operation and management of clay target shooting grounds and events.

A risk assessment is a careful examination of what, in your work or activities, could cause harm to people. It allows you to determine whether you have taken adequate precautions or whether further action is required to prevent injury or ill health.

The aim is to ensure that people are not exposed to unnecessary risks.

Accidents and ill health can have serious consequences for individuals and organisations. They can result in injury, loss of working time, damage to equipment or property, increased insurance costs, legal action and disruption to activities.

Employers and those responsible for workplaces have legal duties to assess and manage health and safety risks.

The important questions are:

• What hazards are present?

• Who could be harmed?

• How could they be harmed?

• How likely is harm to occur?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

• What further action, if any, is necessary?

For example, electricity can cause serious injury or death. However, in an ordinary workplace the risk may be low where electrical installations are properly maintained, live components are insulated and metal casings are correctly earthed.

2. Understanding Hazard and Risk

The terms hazard and risk have specific meanings.

What is a hazard?

A hazard is anything that has the potential to cause harm.

Examples include:

• Electricity

• Chemicals

• Machinery and moving parts

• Working at height

• Vehicles

• Manual handling

• Noise

• Dust and fumes

• Slips and trips

• Fire

• Poor lighting

• Extreme temperatures

What is risk?

Risk is the likelihood that someone could be harmed by a hazard, together with the potential severity of that harm.

A hazard may be significant, but the risk may be low if suitable precautions are already in place.

3. The Five Steps to Risk Assessment

A risk assessment can be carried out using five straightforward steps:

STEP 1 – Look for the hazards

Identify anything that could reasonably cause harm.

STEP 2 – Decide who might be harmed and how

Consider employees, contractors, visitors, members of the public and anyone else who could be affected.

STEP 3 – Evaluate the risks and decide what more should be done

Consider the likelihood and potential severity of harm and determine whether existing precautions are adequate.

STEP 4 – Record your findings

Record the significant hazards, who may be affected, the precautions already in place and any further action required.

STEP 5 – Review and revise your assessment

Review the assessment regularly and whenever significant changes occur.

STEP 1 – LOOK FOR THE HAZARDS

Walk around the workplace or activity area and look at what could reasonably be expected to cause harm.

Try to look at the workplace afresh. Do not concentrate on trivial matters; focus on significant hazards that could result in serious harm or affect several people.

Consider asking employees, members, safety representatives or others involved in the activity what they think. They may identify hazards that are not immediately obvious.

Other useful sources of information include:

• Manufacturers’ instructions

• Safety data sheets

• Previous accident and incident records

• Records of ill health

• Equipment inspection records

• Existing procedures and policies

Consider the activities being undertaken as well as the physical workplace.

For example, hazards may arise from:

• Machinery

• Vehicles

• Electrical equipment

• Work at height

• Manual handling

• Hazardous substances

• Noise

• Slips, trips and falls

• Fire

• Members of the public

• Contractors

• Weather conditions

• Poor housekeeping

• The interaction between different activities

The objective is not to produce an unnecessarily complicated document. In many workplaces the hazards are relatively few and straightforward.

A risk assessment should reflect the actual risks associated with the work or activity.

Small organisations may be able to carry out their own risk assessments where they have sufficient knowledge and understanding of the hazards involved.

Larger organisations may choose to involve a responsible employee, safety representative or competent safety professional.

Where you are not confident that the risks can be adequately assessed, seek appropriate competent advice.

Remember that responsibility for ensuring the assessment is suitable and sufficient remains with those responsible for the workplace or activity.

STEP 2 – DECIDE WHO MIGHT BE HARMED AND HOW

Identify the groups of people who could be affected by each hazard.

There is generally no need to identify individuals by name. Consider groups of people undertaking similar activities or who may be exposed to the hazard.

These may include:

• Employees

• Members

• Operators

• Volunteers

• Maintenance personnel

• Cleaners

• Contractors

• Visitors

• Spectators

• Members of the public

• People sharing the workplace

• Lone workers

Particular consideration should be given to people who may be more vulnerable to particular hazards, including:

• Young or inexperienced workers

• Trainees

• New employees

• People with disabilities

• Lone workers

• Visitors

• Pregnant workers or new mothers, where relevant

• Contractors who may be unfamiliar with the workplace

Consider not only people who are present all the time, but also those who may enter the workplace occasionally.

You should also consider whether your activities could create risks for people outside your immediate workplace or for people working for other organisations.

STEP 3 – EVALUATE THE RISKS AND DECIDE WHAT MORE SHOULD BE DONE

Once the hazards and people at risk have been identified, evaluate the risks.

For each significant hazard, consider:

• How likely is someone to be harmed?

• How serious could the consequences be?

• Who could be affected?

• What precautions are already in place?

• Is the remaining risk adequately controlled?

Some level of risk may remain even after precautions have been taken. The important question is whether the remaining risk is sufficiently low and whether everything reasonably practicable has been done to control it.

Check Existing Precautions

First consider whether you have complied with relevant legal requirements.

Then consider whether your precautions:

• Meet recognised legal standards

• Follow recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

• Provide adequate information, instruction and training

• Include appropriate systems and procedures

Do not simply assume that existing arrangements are adequate. Consider whether further precautions are reasonably practicable.

Controlling Risks

Where further action is required, ask:

1. Can the hazard be eliminated altogether?

If not:

2. How can the risk be controlled so that harm is unlikely?

Where reasonably practicable, consider control measures in the following order:

1. Eliminate the hazard or use a less hazardous method.

2. Use a less risky option where possible.

3. Prevent access to the hazard, for example by guarding or physical separation.

4. Organise work to reduce exposure to the hazard.

5. Provide appropriate personal protective equipment (PPE).

6. Provide suitable welfare and emergency facilities, such as washing facilities and first aid arrangements.

PPE should not normally be regarded as the first or only means of controlling a risk where more effective controls are reasonably practicable.

Action Lists

Where the assessment identifies additional measures that are required, create an action list.

Give priority to:

• Risks that could result in serious harm

• Risks affecting large numbers of people

• Risks where existing controls are inadequate

• Actions required by law

The action list should identify:

• What needs to be done

• Who is responsible

• When it should be completed

• How completion will be confirmed

Different Workplaces and Changing Activities

Some work or activities vary considerably or take place at different locations.

In these circumstances:

1. Identify the hazards that can reasonably be expected.

2. Assess the associated risks.

3. When arriving at a new location, identify any additional hazards.

4. Obtain relevant information from those responsible for the site.

5. Introduce any additional precautions that are necessary.

Where several employers, contractors or organisations share a workplace, they should communicate with one another about risks arising from their respective activities.

Consider both:

• Risks your activities could create for others; and

• Risks created by the activities of others that could affect your employees, members or visitors.

Existing Assessments

You do not necessarily need to reassess a hazard where it has already been properly assessed elsewhere.

For example, where hazardous substances have already been assessed under the relevant COSHH requirements, the existing assessment and control measures may be referred to rather than duplicated.

Existing documents can be cross-referenced where appropriate.

STEP 4 – RECORD YOUR FINDINGS

Record the significant hazards identified and the conclusions reached.

A simple record might state:

Electrical installations: Insulation and earthing checked and found to be satisfactory.

or:

Welding fumes: Local exhaust ventilation provided and subject to regular inspection.

The written assessment should be suitable and sufficient.

It should demonstrate that:

• A proper examination of the workplace or activity was carried out.

• Consideration was given to who might be affected.

• Significant hazards were identified.

• The number of people who could be affected was considered.

• Appropriate precautions have been identified and implemented.

• Any remaining risk is adequately controlled.

• Further action has been identified where necessary.

Employees and other relevant persons should be informed of findings that affect them.

Avoid Unnecessary Duplication

A risk assessment does not need to reproduce information that is already contained in other relevant documents.

Where appropriate, you can refer to:

• Health and safety policies

• Operating procedures

• Company rules

• Manufacturers’ instructions

• Equipment manuals

• COSHH assessments

• Fire safety arrangements

• Training procedures

• Inspection and maintenance records

Cross-referencing these documents can make the risk assessment clearer and easier to maintain.

Electronic assessments should be appropriately protected against unauthorised alteration or loss.

STEP 5 – REVIEW AND REVISE YOUR ASSESSMENT

Risk assessments should not be regarded as permanent documents.

Review the assessment:

• At regular intervals

• Following an accident or significant incident

• When new equipment is introduced

• When new substances are introduced

• When working methods or procedures change

• When the workplace changes

• When there is a significant change in the people exposed to the risk

• When existing precautions are found to be ineffective

A minor or trivial change does not necessarily require the entire assessment to be rewritten.

However, if a change introduces a significant new hazard, the assessment should be reviewed and amended accordingly.

On review, check whether the existing precautions continue to control the risks adequately.

Where they do not, identify the additional action required and record the outcome of the review.

APPENDIX – RISK ASSESSMENT CHECKLISTS

STEP 1 – HAZARDS

Look for hazards that could reasonably be expected to result in significant harm under the conditions present in the workplace or activity.

Examples include:

• Slips and trips, such as poorly maintained floors or stairs

• Fire, including flammable materials

• Chemicals, such as battery acid

• Moving machinery and machinery components

• Work at height

• Falling or ejected materials

• Pressure systems

• Vehicles

• Electricity

• Dust

• Fumes

• Manual handling

• Noise

• Poor lighting

• Low or high temperatures

• Weather conditions

• Members of the public

• Interaction between different activities

STEP 2 – WHO MIGHT BE HARMED?

Consider groups of people rather than individuals by name.

Examples include:

• Employees

• Office staff

• Operators

• Maintenance personnel

• Contractors

• Cleaners

• Visitors

• Volunteers

• Members

• Members of the public

• People sharing the workplace

Pay particular attention to:

• People with disabilities

• Visitors

• Inexperienced staff

• Young workers

• Lone workers

• Trainees

• People who may be unfamiliar with the workplace

STEP 3 – IS MORE NEEDED TO CONTROL THE RISK?

For each significant hazard, consider whether the precautions already in place:

• Meet relevant legal requirements

• Comply with recognised industry standards

• Represent good practice

• Reduce the risk as far as reasonably practicable

Have you provided:

• Adequate information?

• Appropriate instruction?

• Suitable training?

• Appropriate supervision?

• Suitable systems and procedures?

• Appropriate equipment?

• Appropriate PPE?

• Emergency arrangements where necessary?

If the risk is adequately controlled, record the precautions in place.

Where the risk is not adequately controlled, identify the additional measures required and add them to the action list.

STEP 4 – RECORD YOUR FINDINGS

Ensure that the assessment clearly records:

• The significant hazards

• Who may be harmed

• Existing control measures

• The level of remaining risk, where applicable

• Further action required

• Who is responsible for that action

• The target completion date

• The review date

The assessment should contain enough information to demonstrate that a proper assessment has been carried out without becoming unnecessarily complicated.

STEP 5 – REVIEW AND REVISION

Set a review date for the assessment.

When reviewing it, check that:

• The hazards remain accurately identified.

• The people who may be affected have been considered.

• Existing precautions remain effective.

• Any previous actions have been completed.

• New hazards have not been introduced.

• Changes to equipment, substances or procedures have been considered.

If necessary, complete a new or revised risk assessment.

Remember

Changes to the workplace, including the introduction of new:

• Machines

• Equipment

• Substances

• Procedures

• Working methods

may introduce significant new hazards.

Look for the hazards, assess the risks and follow the five steps.

Acknowledgement

The Scottish Clay Target Association acknowledges the assistance of the Health and Safety Executive (HSE) in the production of this guidance.