In order to maintain the high standard of dress standards enjoyed in our club we request that these dress rules be abided by members and visitors. Persons not complying will be asked to leave the Club, this includes Greens.

NOT PERMITTED AT ANY TIME:

• Short shorts
• Training apparel
• Leotards
• Offensive T-shirts
• Bare feet
• Baseball caps
• Men’s singlets
• Men’s headwear
• Swimwear

NOT PERMITTED AFTER 7pm

• Dirty or greasy overalls
• Torn or untidy tracksuits
• Torn or dirty joggers

And apparel must be clean, neat and tidy.

BOWLING GREENS

• Clean and tidy at all times
• Flat soled shoes
• Bare feet is permitted but entry into the Club requires foot wear at all times

LANGUAGE

Obscene or offensive language will not be tolerated at any time.

Management decisions shall be final in all matters relating to dress and behaviour.

Asquith Bowling & Recreation Club does not permit members or non-members to smoke in enclosed areas of the Club. Smoking is only permitted in designated outdoor areas which are clearly marked as smoking areas.

Asquith Bowling & Recreation Club abides by the Smoke-Free Environment Act 2000.

1. Asquith Bowling & Recreation Club is committed to providing a work environment free of sexual harassment, where individuals are treated with respect and dignity. Asquith Bowling & Recreation Club will not tolerate sexual harassment behaviour under any circumstances and will take disciplinary action against anyone who breaches the policy.

2. This policy applies to all employees, directors, officers, volunteers, coaches and members of Asquith Bowling & Recreation Club.

3. This policy applies to behaviour occurring both within Asquith Bowling & Recreation Club business, activities and events, when the behaviour involves individuals associated with Asquith Bowling & Recreation Club and negatively affects relationships within the organisation’s sport and work environment.

Definition

4. For the purpose of this policy, sexual harassment is defined as behavior that has a sexual element, that is unwelcome and, in the circumstances, a reasonable person would have expected the behavior would offend, intimidate or humiliate the person to whom it is directed.

5. Behavior constituting sexual harassment can take many different forms, including unwelcome physical contact, the display of offensive materials, or sexual comments, jokes and propositions. The behavior may be a single incident or repeated. It may be explicit or implicit, verbal or non-verbal and it may include promises or threats in return for sexual favors. Although the intent may vary, if it is unwelcome and the effect is to offend, humiliate or intimidate, the behavior should stop.

These and other examples contained in this document are by no means exhaustive.

Responsibilities

6. Asquith Bowling & Recreation Club is responsible for taking all reasonable steps to prevent sexual harassment and ensuring its position is widely known by employees, directors and members.

7. Asquith Bowling & Recreation Club will ensure that appropriate procedures are identified to handle sexual harassment complaints. It is further responsible for ensuring that:

• specific managers are identified to provide information and support
• complaints are treated in an impartial, sensitive, fair, timely and confidential manner
• sexual harassment reporting is encouraged, regardless of who the offender might be
• widespread awareness and understanding of sexual harassment is promoted
• the policy and procedures are monitored and reviewed regularly

8. All employees, members, professionals and other persons associated with Asquith Bowling & Recreation Club are responsible for complying with this policy.

Disciplinary action

9. Disciplinary action will be taken by Asquith Bowling & Recreation Club against anyone who is found to be in breach of this policy.

10. Disciplinary action will also be taken against anyone who victimises or retaliates against a person who has complained of sexual harassment.

11. The discipline will depend on the severity of the case and may involve an apology, counseling, suspension, dismissal or other form of action.

Confidentiality

12. Asquith Bowling & Recreation Club management responsible for implementing this policy will keep confidential the names and details related to sexual harassment complaints, unless disclosure is necessary as part of the disciplinary or corrective process.

Complaint procedures

13. The most effective complaint procedures offer a range of options for dealing with sexual harassment. Asquith Bowling & Recreation Club recognises that natural justice is the minimum standard of fairness to be applied in the investigation and adjudication of a dispute.

14. Sexual harassment complaints can be handled through a variety of mechanisms. Asquith Bowling & Recreation Club recognises that, as a highly sensitive and complex matter, sexual harassment is best dealt with informally through discussion between the parties or with some assistance from an independent third party, so as to minimise its damaging and disruptive effects. An informal resolution is not always possible and it may be necessary to resort to formal procedures to resolve the complaint.

15. Asquith Bowling & Recreation Club encourages individuals who experience sexual harassment to inform the alleged harasser that the behaviour is unwelcome, unacceptable and contrary to policy, and ask that the behaviour stop. Individuals should also keep notes documenting incidents of the behaviour, time, place and any witnesses.

16. If it is not possible to confront the alleged harasser, or if this course of action fails to stop the behaviour, then the matter should be brought to the attention of your duty manager for advice.

17. The role of the duty manager as a first-line-of-contact, is to serve in an unbiased/impartial capacity to listen to the complaint, offer support, provide advice on procedures and refer to the Secretary Manager when appropriate. It is not the role of Duty Manager to try to resolve a grievance.

18. The role of the Secretary Manager is to determine whether a complaint has substance, inform the person accused of harassment of the nature of the complaint, inform both parties of their rights and responsibilities in proceeding with a grievance, act as mediator/conciliator between the parties to resolve the complaint, follow up after a complaint has been resolved to ensure there is no recurrence and refer serious matters to management, or to an external agency.

It is the prerogative of the complainant to decide to proceed with, or dissolve a complaint.

19. Asquith Bowling & Recreation Club recognises the importance of providing a choice of reporting mechanisms to complainants in order they may feel comfortable to come forward to discuss or report on an incident. It also recognises that in some instances, the manager or supervisor may be too close to the problem to serve without bias.

20. The complaint may be resolved informally between the complainant and the alleged harasser through discussion, an apology, and a commitment to stop the behaviour. In this case, the Harassment Grievance Officer (or manager, supervisor) assisting an informal resolution will establish a follow up date to ensure the behaviour does not recur, otherwise no further action is necessary.

21. In the event that the complaint cannot be resolved informally, the complainant may lay a formal complaint. In this case, the complainant is required to prepare and sign a formal written complaint to the Harassment Grievance Officer who, in turn will ensure the alleged harasser is provided with a copy of the complaint.

22. Asquith Bowling & Recreation Club management responsible for this policy is responsible for ensuring the complaint is investigated and mediated or conciliated professionally and confidentially, in an unbiased and prompt manner. Asquith Bowling & Recreation Club will fulfill this responsibility either a) by establishing a comparable grievance mechanism within its own structure to handle the complaint, or b) state sporting organisations can utilise the Harassment Grievance Officer pool through the NSW Sports Federation.

23. The review panel will comprise three members, at least one female and one male. Decisions of findings and recommendations of disciplinary action are the responsibility of the review panel.

24. Asquith Bowling & Recreation Club will ensure that all steps in the complaints procedure are handled promptly, and that the period given to investigation, hearing and release of the decision does not exceed eight weeks.

 

Right to appeal

25. Both parties to a complaint have the right to appeal the decision and recommendation of a panel if a matter of procedure, bias, or fairness is called into question. An appeals panel, made up of members other than those who formed the original review panel should handle formal appeals.

External action

26. Both complainant and alleged harasser may pursue advice or action from an external authority at any stage of the complaint procedure. In NSW, the Anti-Discrimination Board is the authority responsible for receiving complaints of sexual harassment. The Human Rights and Equal Opportunities Commission is the authority responsible for receiving complaints under Commonwealth jurisdiction, and in some instances, may be the appropriate body.

Policy review and approval

27. The Secretary Manager of Asquith Bowling & Recreation Club will ensure a review of the policy is conducted periodically.

Responsible serving of alcohol is vital for legal, health and community reasons. Our society is now less tolerant of the irresponsible use of alcohol that leads to drunkenness, drink driving and under age drinking. We are now far more aware of the serious social problems that are associated with such behaviour.

Asquith Bowling & Recreation Club has adopted the following House Policy that provides a framework for the Responsible Service of Alcohol.

• In order to prevent underage drinking we will require legally recognised Proof of Age to be provided upon request.

• Persons who are intoxicated will be Refused Admission to our premises.
• We will display and refer to Intoxication Signs in order to support our responsible attitude towards and to meet the requirements of the legislation.
• Any patron on the premises who is considered to be intoxicated will be Refused Service and Asked to Leave the premises.
• We will Educate our staff and our patrons as part of our Duty of Care to ensure that they understand the implications and abide by our responsible service of alcohol policy.
• We will support and actively promote initiatives to Minimise Drink Driving in order to safeguard the wellbeing of our members and guests.

Asquith Bowling & Recreation Club will affect these strategies by:

• Implementing, monitoring and reviewing the House Policy on an on-going basis
• Preventing under aged drinking by insisting on proof of age in the form of a driver’s licence, passport or “proof of age card” issued by the NSW RTA.
• Preventing intoxication by recognising the signs of intoxication and by refusing service to anyone to the point of intoxication. We will deny entry or service to anyone who is already intoxicated.
• Promoting the service of non-alcoholic beverages, low alcohol beer and food.
• Providing water free of charge and readily accessible

The following Best Practice Guidelines are adopted by Asquith Bowling & Recreation Club to represent an approach where the environment in which gaming is conducted on the club premises minimises harm and meets community expectations.

Asquith Bowling & Recreation Club will:

• Provide gaming services and practices that conform to all applicable Acts and Regulations
• Promote responsible gaming practices that conform to local community standards and expectations
• Establish a patron complaint resolution process
• Implement policies to encourage responsible practices in advertising and promotions related to gaming and ensure compliance with relevant legislation
• Develop a policy that ensures all legislative requirements related to cashing of cheques, payment of winnings and financial transactions are implemented and encourage patrons to develop responsible practices in the use of finances for gaming.
• Ensure the privacy of information of personal information relating to club patrons when gaming
• Ensure staff are trained and informed regarding legislative requirements, harm minimisation issues and the risks of non-compliance
• Establish an effective self- exclusion procedure
• Inform patrons and staff of the Club’s responsible gaming policy, the nature of gaming products and the availability of support services for gamblers
• Develop links between the club and relevant community organisations that will provide support and advice for problem gamblers and their families.

Asquith Bowling & Recreation Club does not permit members or non-members to conduct raffles, fund raising, or to canvas signatures for petitions of any kind without authorization from the Honorary Secretary.

If permission is not granted the individual or group may request the Board of Director’s to review the decision of the Honorary Secretary.

• Players, officials & spectators should be encouraged to wear hats or other head protection.
• Water will be available at no charge from the bar, and outside from drinking fountains.
• Sunscreen will be available at no charge
• The club will endeavour to provide shelter around all greens
• Between 31 to 35 when humidity exceeds 50% the controlling body will advise players of high risk of heat illness.
• Above 36 when humidity exceeds 30% the controlling body will advise players, to continue they are at extreme risk of heat illness. At this stage players have the right to appeal against further play until the situation is reviewed.
• When the heat stress index reaches 40 play will be suspended.
• The heat stress will be determined by referring to the weather station and to the “feels like” temperature. This is a reflection of combined temperature and humidity.
• If the weather station is non-operational, when the temperature reaches 38 degrees play shall be discontinued.
• It will be at the discretion of the controlling body to determine whether to discontinue play prior to this. Factors to consider should include age and health of players and officials, weather conditions, humidity, and time spent on the greens. On hot days the respective controlling body will appoint a responsible person to monitor heat levels and advise players.

• Remember at all times use common sense a game of bowls is not worth your health.

Only coins and notes of the nominated legal tender are to be used to play poker machines

Asquith Bowling & Recreation Club reserves the right to put any machine out of order, or to refuse payment, if a machine is found to be malfunctioning in any way.

If a poker machine can be operated without inserting a coin or note, it is the player’s responsibility to report the malfunction

If a poker machine overpays or pays on a non-winning combination, it is the player’s responsibility to report the malfunction

If credits are left on a poker machine by a previous player it is the next player’s responsibility to report these unclaimed credits

Legal proceedings may be instituted against any person who collects credits not won by themselves and the club may initiate proceedings to reclaim moneys paid out in error in this instance

Legal proceedings may be instituted against any person who is observed using any foreign object on, or near any poker machine, which may cause the machine to malfunction

Legal proceedings may be instituted against any person who alters in any way a poker machine payout voucher

Tilting, rocking or in any way damaging the poker machine in this Club may result on legal proceedings being instituted against the player/s.

Failure to report any malfunction of a poker machine in this Club may result in legal proceedings being instituted against the player/s.

Management reserves the right to withhold credits in a machine after designated closing time

Any member violating these rules may be liable to suspension

Persons under the age of 18 years must not play a poker machine or Keno or the Tab.

Persons under the age of 18 years are not permitted in any gambling area. That being Poker Machine, Tab or keno areas.

Persons playing poker machines must be legally signed into Asquith Bowling & Recreation Club or be financial members of Asquith Bowling & Recreation Club

A poker machine can be reserved by a person without play for a maximum period of 7 minutes

Only one machine can be reserved by any person at one time

Management and staff may determine that one gaming machine only may be played by any one person at the one time.

Management and staff may refuse to pay a cancelled credit payout if he or she believes on reasonable grounds that –

1. the person claiming the cancelled credit is not able to produce proof of entry into the Club
2. the gaming machine credits were not accumulated, or the winning combination was not obtained, during permitted hours of gaming
3. the gaming machine credits were accumulated as a result of a machine malfunction
4. the person claiming the cancelled credit or jackpot is not the person entitled to the payment or    person acting on behalf of that person
5. the person claiming the cancelled credit payout has contravened the Gaming Regulations of Asquith Bowling & Recreation Club

  

If management or staff refuse payout under the previous clause, the Club Manager will as soon as practicable submit a report to the Department of Gaming & Racing

A formal dispute can be made by a player on official Gaming Machine Inquiry form.

The maximum amount of cash to be paid out for a winning combination on poker machines is $2000. The remainder will be paid by cheque within 24 hours of the claim for payment.

Asquith Bowling & Recreation Club will promote and to comply with Responsible Conduct of Gaming at all times

Asquith Bowling & Recreation Club will have a confidential self exclusion program readily available for patrons at all times

We want our members and guests to be impressed by our environmental performance.

We aim to be leaders in the club industry in environmental sustainability and to reduce our impact on the environment.

We strive to improve our environmental performance in areas such as:

• Efficient use of energy
• Conservation of water
• Minimisation and recycling of waste
• Prevention of pollution

We commit ourselves to compliance with environmental legislation, regulations, standards and codes of practice applicable to our industry.

We commit to embracing the principal of sustainable development and to ongoing improvement of our environmental performance.

Everyone at Asquith Bowling & Recreation Club ‘gets a fair go”

Asquith Bowling & Recreation Club is an equal employment opportunity employer. This means we make sure that every job applicant gets a fair go. Your sex, marital status, pregnancy, race, age, disability, homosexuality, or transgender (transsexuality) make no difference to us. What matters to us is that you are the best person for the job, and that you do a good job.

No discrimination or harassment

We recognize that you can’t do a good job or be fully productive if you feel someone at Asquith Bowling & Recreation Club is treating you unfairly, discriminating against you, or harassing you because of your sex, race, age, and so on. That is why we will not support any type of discrimination or harassment in our workplace.

It is also against the law for any employee to discriminate against or harass a job applicant or another employee.

There is to be no sexual harassment, sexist harassment, racist harassment, or any other type of harassment that is against the law in our workplace.

There is to be no sex discrimination, race discrimination, age discrimination, or any other type of discrimination that is against the law in our workplace.

Fair recruitment

We will recruit new employees fairly – on the basis of merit – that is, the person who is the best person for the job will get the job.

Fair access to workplace opportunities and benefits

We will give every employee fair access to all workplace opportunities and benefits – for example, to training and development, job allocation, shift allocation, promotion and leave.

We will encourage every employee to make full use of their particular skills and abilities.

A fairer go for people from previously disadvantaged groups

We will take particular care to make sure that groups who have been disadvantaged in the past in many workplace environments (for example, women, people from racial or religious minorities, people with disabilities, older workers and younger workers) are not disadvantaged at Asquith Bowling & Recreation Club.

What to do if someone is treating you unfairly or harassing you

If you feel someone is treating you unfairly or harassing you, we want you to tell us as soon as possible, so that we can sort things out as fast as possible. We won’t victimise you for speaking out. And we will do our best to make sure that no-one here victimises you for either supporting someone else’s complaint or for putting in your own complaint.

If you treat someone else unfairly or harass them

If we find out that you have been responsible for treating another employee unfairly, or for harassing them, you may be disciplined. If we find out that you have been responsible for victimising someone because they complained about discrimination or harassment, or because they supported someone else’s complaint, you may be disciplined. If what you have done is extremely serious, you may even be dismissed.

Managers and supervisors have extra responsibilities

All managers and supervisors at Asquith Bowling & Recreation Club will do their best to prevent harassment and discrimination from happening in our team. If a manager or supervisor encourages or ignores any harassment or discrimination that is happening in our team, they may be disciplined, or in serious cases dismissed.

IMPORTANT INFORMATION FOR CLUB MEMBERS

This club is by law required to keep a register containing information that relates to the management and financial administration of the club including:

1. A list of declarations and returns made by the governing body and employees of the club.
2. The salary bands of the club’s top executives.
3. Details of the overseas travel made by the governing body and employees of the club.
4. Details of loans given by the club to employees.
5. Details of certain contracts executed by the club.
6. Salary details of club employees who are close relatives of a member of the club’s governing body or a top executive.
7. Details of payments made by the club for consultant services.
8. Details of legal settlements made by the club with a member of the governing body or an employee of the club.
9. Details of legal fees paid by the club for a member of the governing body or an employee of the club.
10. The club’s annual gaming machine profit.
11. The amount applied by the club to community development and support.

AND

The club must prepare quarterly financial statements for the governing body that incorporate:

1. The club’s profit and loss accounts and trading accounts for the quarter, and
2. A balance sheet as at the end of the quarter.

Asquith Bowling & Recreation Club is committed to providing a work environment free of any types of harassment, where individuals are treated with respect and dignity. Asquith Bowling & Recreation Club will not tolerate workplace bullying under any circumstances and will take disciplinary action against anyone who breaches the policy.

2. This policy applies to all employees, directors, officers, volunteers, coaches and members of Asquith Bowling & Recreation Club.

3. This policy applies to behaviour occurring both within Asquith Bowling & Recreation Club business, activities and events, when the behaviour involves individuals associated with Asquith Bowling & Recreation Club and negatively affects relationships within the organisation’s sport and work environment.

DEFINITION

4. For the purpose of this policy, workplace bullying is defined repeated, unreasonable behavior directed towards a worker or group of workers that creates a risk to health and safety. A single incident or reasonable workplace action is not bullying.

5. A single incident or reasonable workplace action is not bullying. Workplace bullying may include undue criticism, spreading misinformation or malicious rumours, setting tasks that are unreasonably below or beyond a person’s skill level, abusive, insulting and or offensive language or comments.

These and other examples contained in this document are by no means exhaustive.

Responsibilities

6. Asquith Bowling & Recreation Club is responsible for taking all reasonable steps to prevent workplace bullying and ensuring its position is widely known by employees, directors and members.

7. Asquith Bowling & Recreation Club will ensure that appropriate procedures are identified to handle workplace bullying complaints. It is further responsible for ensuring that:

• specific managers are identified to provide information and support
• complaints are treated in an impartial, sensitive, fair, timely and confidential manner
• bullying harassment reporting is encouraged, regardless of who the offender might be
• widespread awareness and understanding of bullying harassment is promoted
• the policy and procedures are monitored and reviewed regularly

8. All employees, members, professionals and other persons associated with Asquith Bowling & Recreation Club are responsible for complying with this policy.

Disciplinary action

9. Disciplinary action will be taken by Asquith Bowling & Recreation Club against anyone who is found to be in breach of this policy.

10. Disciplinary action will also be taken against anyone who victimises or retaliates against a person who has complained of workplace bullying.

11. The discipline will depend on the severity of the case and may involve an apology, counseling, suspension, dismissal or other form of action.

Confidentiality

12. Asquith Bowling & Recreation Club management responsible for implementing this policy will keep confidential the names and details related to bullying harassment complaints, unless disclosure is necessary as part of the disciplinary or corrective process.

Complaint procedures

13. The most effective complaint procedures offer a range of options for dealing with bullying harassment. Asquith Bowling & Recreation Club recognises that natural justice is the minimum standard of fairness to be applied in the investigation and adjudication of a dispute.

14. Workplace bullying complaints can be handled through a variety of mechanisms. Asquith Bowling & Recreation Club recognises that, as a highly sensitive and complex matter, bullying harassment is best dealt with informally through discussion between the parties or with some assistance from an independent third party, so as to minimise its damaging and disruptive effects. An informal resolution is not always possible and it may be necessary to resort to formal procedures to resolve the complaint.

15. Asquith Bowling & Recreation Club encourages individuals who experience bullying harassment to inform the alleged harasser that the behaviour is unwelcome, unacceptable and contrary to policy, and ask that the behaviour stop. Individuals should also keep notes documenting incidents of the behaviour, time, place and any witnesses.

16. If it is not possible to confront the alleged harasser, or if this course of action fails to stop the behaviour, then the matter should be brought to the attention of your duty manager for advice.

17. The role of the duty manager as a first-line-of-contact, is to serve in an unbiased/impartial capacity to listen to the complaint, offer support, provide advice on procedures and refer to the Secretary Manager when appropriate. It is not the role of Duty Manager to try to resolve a grievance.

18. The role of the Secretary Manager is to determine whether a complaint has substance, inform the person accused of harassment of the nature of the complaint, inform both parties of their rights and responsibilities in proceeding with a grievance, act as mediator/conciliator between the parties to resolve the complaint, follow up after a complaint has been resolved to ensure there is no recurrence and refer serious matters to management, or to an external agency.

It is the prerogative of the complainant to decide to proceed with, or dissolve a complaint.

19. Asquith Bowling & Recreation Club recognises the importance of providing a choice of reporting mechanisms to complainants in order they may feel comfortable to come forward to discuss or report on an incident. It also recognises that in some instances, the manager or supervisor may be too close to the problem to serve without bias.

20. The complaint may be resolved informally between the complainant and the alleged harasser through discussion, an apology, and a commitment to stop the behaviour. In this case, the Harassment Grievance Officer (or manager, supervisor) assisting an informal resolution will establish a follow up date to ensure the behaviour does not recur, otherwise no further action is necessary.

21. In the event that the complaint cannot be resolved informally, the complainant may lay a formal complaint. In this case, the complainant is required to prepare and sign a formal written complaint to the Harassment Grievance Officer who, in turn will ensure the alleged harasser is provided with a copy of the complaint.

22. Asquith Bowling & Recreation Club management responsible for this policy is responsible for ensuring the complaint is investigated and mediated or conciliated professionally and confidentially, in an unbiased and prompt manner. Asquith Bowling & Recreation Club will fulfill this responsibility either a) by establishing a comparable grievance mechanism within its own structure to handle the complaint, or b) contacting Workcover NSW, part of work health and safety act 2011.

23. The review panel will comprise three members, at least one female and one male. Decisions of findings and recommendations of disciplinary action are the responsibility of the review panel.

24. Asquith Bowling & Recreation Club will ensure that all steps in the complaints procedure are handled promptly, and that the period given to investigation, hearing and release of the decision does not exceed eight weeks.

Right to appeal

25. Both parties to a complaint have the right to appeal the decision and recommendation of a panel if a matter of procedure, bias, or fairness is called into question. An appeals panel, made up of members other than those who formed the original review panel should handle formal appeals.

External action

26. Both complainant and alleged harasser may pursue advice or action from an external authority at any stage of the complaint procedure. In NSW, WorkCover NSW is the authority responsible for receiving complaints of workplace bullying.

Policy review and approval

27. The Secretary Manager of Asquith Bowling & Recreation Club will ensure a review of the policy is conducted periodically.

Asquith Bowling & Recreation Club understands that privacy of information is important and is committed to safe guarding the personal information provided by our Members, Visitors and Staff. We are subject to the Privacy Act 1988 and it is our policy is to comply with all aspects of this legislation.

The Club will collect general information about you such as your name, address and contact details when you apply for membership. This information is required under the Corporations and/or Registered Clubs Act.

You may be asked for certain information at the time of applying for membership, such as proof of identity. If this information is not provided we may not be able to accept your membership application.

For reasons of security and safety the club operates video cameras throughout the club and may collect personal information in the course of investigating complaints and disciplinary proceedings.

No members or visitors of the Club may view CCTV footage. Access for viewing of CCTV can only be requested by Police or Solicitor.

We will not use personal information for any purpose not disclosed at the time of collection and we will not disclose your personal information unless there is a threat to life, health or safety.

We will only use your personal information:

• To maintain your membership to the Club
• In accordance with the Club’s Constitution
• In accordance with Corporations Law and the Registered Clubs Act

Your personal information may, with your permission, be used by the Club for marketing purposes.

You have the right to access the personal information that we hold about you.

For further information please contact Club Reception.