Dribbler LLC Policies & Procedures | Terms of Service
All cancellations for soccer lessons must be made at a minimum of 12 hours in advance. You are required to contact your Trainer for all cancellations. If your Trainer arrives at your location without cancellation notice, you will be charged a $25 late cancellation fee. Our Trainers have BUSY schedules and have other clients to service, please reach out to your Trainer to cancel ASAP to avoid the late fee.
All rescheduling for lessons must be made at least 12 hours in advance. Rescheduling will be conducted between you and your Trainer. If for some reason the lesson ended early, the amount of minutes left in that lesson can be made up in another lesson. You can discuss and work it out with your Trainer.
Dribbler offers a full money back guarantee on your soccer lesson package if you are not satisfied with your first lesson. You will be charged for the lessons you complete after your first lesson. You will be refunded for the lessons not completed with your Trainer. The amount you receive back will be correlated with what package you paid for.
We DO NOT refund any registration fees! All registration fees that you pay go to the time, money, and resources that our team spends to search availability for your soccer lessons, regardless if you complete lessons with us or not.
Soccer lessons will be cancelled if there is severe weather such as thunder, lightning or heavy rain. Our Trainers are well aware of this policy and will cancel if they deem necessary. If you have to cancel due to bad weather, you must contact your Trainer to do so! Failure to do so, may result in a completed lesson out of your package.
After registration and you finalize a schedule for lessons with your Trainer, you will be sent an invoice to pay for what lesson package you chose on your registration. Payment is due atleast 5 days before your first soccer lesson. If you wish to pay earlier, that is totally okay! If you fail to pay for your lesson package within 5 days of your first soccer lesson, you will be charged a $25 late payment fee. If you are not able to pay the full amount within 5 days of your first lesson or have any questions or concerns, please contact our office.
You are NOT to pay our Trainers! If you wish to provide a tip at the end of lessons that is okay. We pay our Trainers directly. If for some reason you did not receive an invoice from Dribbler LLC, you must contact our office and we will send one to you.
If you wish to upgrade your lesson package you will have to contact our office via email firstname.lastname@example.org or call our office at 888-610-2656. We will send you another invoice with the remaining cost for the package you want. Payment must be complete before you continue lessons with your Trainer.
If you wish to downgrade your package from a 12 lesson package to a 6 lesson package, please contact our office via email email@example.com or call our office at 888-610-2656.
If you registered for soccer lessons as a group with other moms or friends and for some reason the other students in the group did not show up for lessons that day, you can reschedule for lessons with your Trainer for a day and time that ALL students can be present. If you wish to continue to do a lesson anyway, you WILL NOT be refunded for that particular lesson as we do not price lessons based on the amount of students.
If you are using a public field for soccer lessons, and that field charges any entrance fees, you are required to cover ALL entrance fees!
Our Soccer Trainers/Contractors: Our soccer Trainers and team members are 1099 contractors. They are not employees of Dribbler. They are fully independent and responsible for handling, scheduling, training, working, and communicating with their clients and students to the best of their ability while following the strict company policies. All of our instructors are carefully screened, and background checked.
Our instructors may be working on behalf of Dribbler, but again, they are independent contractors and they act on their own will and perform in their own individual ways. We have policies and procedures in place that our instructors are required to follow for the protection and safety of all individuals present. We have an extensive application process that we put all of our contracted team members through to make sure they are a good fit for our company.
Once again, this involves an initial phone interview, reference checks, an online questionnaire application submission, a background check covering the areas of criminal and sexual misconduct, certification authorizating, and a profile submission request that requires a photo and bio of themselves. If for some reason things are not working out with your instructor, you can contact our office and we will switch out your instructor with a better fitted instructor for you.
We do not require our 1099 contracted Instructors to be insured, or do we purchase an insurance policy for them. We strongly urge that all of our contractors purchase a general liability policy for themselves to protect themselves in case of an emergency situation, accusation, or accident. This is explained to them multiple times during the employment process.
We require at least 1 parent or guardian to watch over the students in the field while lessons are in progress.
This is for the students safety and to prevent accidents from happening. Our Trainers will enforce this rule every lesson.
Dribbler and our Trainers are only liable and responsible for the safety and well being of the students/participants that signed up for soccer lessons in the registration. If there are other individuals in the field or field area while lessons are in progress, we kindly ask that they exit the field or field area so that all focus can be on the soccer lesson.
This is for safety reasons. If lessons are being conducted at a public/community field, Dribbler and our Trainers are again only responsible for the students that signed up in the registration. We are not responsible and will not be held liable for any accidents that occur to any individuals that are not listed in the registration.
If any accident or injury were to ever occur during soccer lessons, our Trainer is required to report this to you as the client, and to Dribbler LLC. No matter how big or small the accident or injury, all must be recorded on an injury report in writing and reported to the client and Dribbler LLC.
Dribbler and our Trainers are only responsible for soccer instruction related services to individuals/participants who signed up in the registration.
If any participants (students) have a medical concern including but not limited to (epilepsy, seizures, allergic reactions etc.) of any sort, you are required to identify, and explain what the medical concern is of said participant/s to your Trainer AND how to handle a situation if there was ever a medical emergency.
Dribbler and your Trainer will be held responsible for any medical related occurrence, accident or emergency. Dribbler and your Trainer are only responsible for keeping the participants that signed up in the registration safe while performing soccer instruction.
If any of our disclaimers or policies explained above were to not be followed, the Trainer, and Dribbler will not be held liable for any accidents that occur to students or surrounding individuals, as you failed to follow our strict guidelines and policy.
By paying for our services and signing at the bottom, you are confirming that you agree and will comply with our company policies.
DRIBBLER SEXUAL ABUSE & MOLESTATION POLICY
Dribbler LLC, prohibits and does not tolerate sexual abuse, misconduct or unsolicited video recording or photo taking in the workplace or during any organization-related activity and service. This also includes, Client’s home field, apartment fields, residential buildings, public fields, bathrooms, changing rooms, or any facility area owned or rented by our clients and partners. Dribbler LLC provides procedures for contractors, employees, volunteers, board members or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted.
No employee, contractor, volunteer, board member or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.
Definitions and Examples The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, contractors, volunteers or other third parties.
Sexual abuse or misconduct may include, but is not limited to:
- Child sexual abuse – any sexual activity, involvement, or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.
- Sexual activity with another who is legally incompetent or otherwise unable to give consent.
- Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.
- Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders, and/or pulling against another’s body or clothes.
- Material such as pornographic or sexually explicit images, posters, calendars, or objects.
- Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.
- A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile, or offensive environment.
- Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.
Reporting Procedure Immediately report suspected sexual abuse or misconduct to authorities, childwelfare.gov and Dribbler LLC. It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. Dribbler LLC will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint will not be part of the investigative team.
Anti-retaliation and False Allegations Dribbler LLC prohibits retaliation made against any employee, volunteer, board member, or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making knowingly false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused. Dribbler LLC prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution.
Investigation and Follow-up Dribbler LLC will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly, and equitably investigate whether misconduct has taken place. The organization may utilize an outside third party to conduct an investigation of misconduct.
Dribbler LLC will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. Dribbler LLC will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation.
Reporting to Law Enforcement or Appropriate Child or Adult Protective Services Dribbler LLC is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. It is the policy of Dribbler LLC not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations.
Employee and Worker Screening and Selection As part of its sexual abuse and misconduct prevention program, Dribbler LLC is committed to maintaining a diligent screening program for prospective and existing contractors, employees, volunteers and others that may have interaction with those employed by, associating with or serviced by Dribbler LLC. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references
Photo/Video For Social Media Purposes
Dribbler LLC runs a social media page for our brand to promote our services to potential clients. With that stated, Dribbler LLC has the right to request from the client if a photo and video can be taken of the soccer lessons or any of Dribblers services. The client may be asked by Dribbler LLC to take a photo/video of the soccer lessons so that we can promote it on our social media. The client can also request to ask the Trainer or Dribbler to take a photo or video of the lessons as well. Dribbler LLC needs permission from all parties involved, including the Trainer that is working with said client, in order for this to happen. If the client or Trainer’s permission is not granted, no photo/video will be taken. If the client or Trainer fails to comply with this policy, will be subject to immediate termination of Trainer’s contract and charges can and may be placed against you.
Nondiscrimination/Anti-Harassment Policy and Complaint Procedure
Dribbler is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Dribbler expects that all relationships among persons in or out of the office will be business-like and free of explicit bias, prejudice and harassment.
Dribbler has developed this policy to ensure that all its contractors and employees can work in an environment free from unlawful harassment, discrimination and retaliation. Dribbler will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any employee or contractor who has questions or concerns about these policies should talk with the director of human resources or a member of the personnel practices committee.
These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of Dribbler prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.
Equal employment opportunity
It is the policy of Dribbler to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. Dribbler prohibits any such discrimination or harassment.
Dribbler encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Dribbler to promptly and thoroughly investigate such reports. Dribbler prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants, contractors and employees, whether related to conduct engaged in by fellow employees, contractors or by someone not directly connected to Dribbler (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Reporting an Incident of Harassment, Discrimination or Retaliation
Dribbler encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.
In addition, Dribbler encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Dribbler recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman.
Dribbler encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Dribbler will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Dribbler believes appropriate under the circumstances.
If a party to a complaint does not agree with its resolution, that party may appeal to Dribbler’s executive director or the chief operating officer.
False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.
Failure to comply with any of the written policies above or in any of our other pages that contain our policy, will result in Dribbler LLC, our contractors or employees, will NOT be held liable for any incidents or accidents that occur.