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We get a lot of questions about what the Player Conduct Policy for the NFL looks like; we were forwarded a copy for review.   See it now:

PERSONAL CONDUCT POLICY

All persons associated with the NFL are required to avoid "conduct

detrimental to the integrity of and public confidence in the National Football

League." This requirement applies to players, coaches, other team employees,

owners, game officials and all others privileged to work in the National Football

League.

For many years, it has been well understood that rules promoting lawful,

ethical, and responsible conduct serve the interests of the League, its players, and

fans. Illegal or irresponsible conduct does more than simply tarnish the offender. It

puts innocent people at risk, sullies the reputation of others involved in the game,

and undermines public respect and support for the NFL.

Standard of Conduct:

While criminal activity is clearly outside the scope of permissible conduct,

and persons who engage in criminal activity will be subject to discipline, the

standard of conduct for persons employed in the NFL is considerably higher. It is

not enough simply to avoid being found guilty of a crime. Instead, as an employee

of the NFL or a member club, you are held to a higher standard and expected to

conduct yourself in a way that is responsible, promotes the values upon which the

League is based, and is lawful.

Persons who fail to live up to this standard of conduct are guilty of conduct

detrimental and subject to discipline, even where the conduct itself does not result

in conviction of a crime. Discipline may be imposed in any of the following

circumstances:

? Criminal offenses including, but not limited to, those involving: the use or

threat of violence; domestic violence and other forms of partner abuse; theft

and other property crimes; sex offenses; obstruction or resisting arrest;

disorderly conduct; fraud; racketeering; and money laundering;

? Criminal offenses relating to steroids and prohibited substances, or

substances of abuse;

? Violent or threatening behavior among employees, whether in or outside the

workplace;

Possession of a gun or other weapon in any workplace setting, including but

not limited to stadiums, team facilities, training camp, locker rooms, team

planes, buses, parking lots, etc., or unlawful possession of a weapon outside

of the workplace;

? Conduct that imposes inherent danger to the safety and well being of

another person; and

? Conduct that undermines or puts at risk the integrity and reputation of the

NFL, NFL clubs, or NFL players.

Evaluation, Counseling and Treatment:

Apart from any disciplinary action, any person arrested, charged or

otherwise appearing to have engaged in conduct prohibited under this policy will be

required to undergo a formal clinical evaluation. Based on the results of that

evaluation, the person may be encouraged or required to participate in an education

program, counseling or other treatment deemed appropriate by health professionals.

The evaluation and any resulting counseling or treatment are designed to provide

assistance and are not considered discipline; however, the failure to comply with

this portion of the policy shall itself constitute a separate and independent basis for

discipline.

Discipline:

Upon learning of conduct that may give rise to discipline, the League will

direct an investigation, which may include interviews and information gathering

from medical, law enforcement, and other relevant professionals. The League will

promptly advise the NFLPA of any investigation of a player, as well as of the results

of the investigation. As appropriate, the employee will also have the opportunity,

represented by counsel and/or a union official, to address the conduct at issue.

Upon conclusion of the investigation, the Commissioner will have full authority to

impose discipline as warranted.

Discipline may take the form of fines, suspension, or banishment from the

League and may include a probationary period and conditions that must be satisfied

prior to or following reinstatement. The specifics of the disciplinary response will

be based on the nature of the incident, the actual or threatened risk to the

participant and others, any prior or additional misconduct (whether or not criminal

charges were filed), and other relevant factors.

Unless the case involves significant bodily harm, a first offense will generally

not result in discipline until there has been a disposition of the proceeding (or until

the investigation is complete in the case of employee or workplace misconduct).

With respect to subsequent violations, the Commissioner may impose

discipline on an expedited basis for persons who have been assigned a probationary

period. In such cases, the timing and nature of the discipline will be determined by

the Commissioner based on several factors including but not limited to: the severity

of the initial charge and later charge; the facts underlying the later charge; the

length of time between the initial offense and later charge; and the player or

employee's compliance with counseling and other programs. Following the final

disposition of the charge, the employee will be eligible to apply for prompt

reinstatement under appropriate circumstances.

Hearing Rights:

Following the imposition of discipline, the affected person will have the right

to a prompt hearing, per Article XI of the Collective Bargaining Agreement and the

NFL Constitution and Bylaws, to be conducted by the Commissioner or his

designee. In cases involving players, the NFLPA will be entitled to participate in the

hearing.

Reinstatement:

Any person suspended indefinitely or for at least one year may seek

reinstatement beginning one month prior to the one-year anniversary of the

suspension. As part of his consideration of the application for reinstatement from a

player, the Commissioner will seek the views of the NFLPA, Player Advisory

Council, and may consult medical, law enforcement, and other relevant

professionals.

Other Provisions:

Covered Persons--This policy applies to all players under contract; all

coaches; all game officials; all full-time employees of the NFL, NFL clubs, and all

NFL-related entities; all rookie players once they are selected in the NFL college

draft; and all undrafted rookie players, unsigned veterans who were under contract

in the prior League Year, and other prospective employees once they commence

negotiations with a club concerning employment. Clubs are strongly encouraged to

communicate this policy to independent contractors and consultants and to make

clear that violations of this policy will be grounds for terminating a business

relationship.

"Disposition of a Criminal Proceeding"--includes an adjudication of guilt or

admission to a criminal violation; a plea to a lesser included offense; a plea of nolo

contendere or no contest; or the acceptance of a diversionary program, deferred

adjudication, disposition of supervision, or similar arrangements.

"Probationary Period"-- Persons found to have violated this policy may as a

condition of discipline be placed on a period of probation as determined by the

Commissioner. If, during the period of probation, the person is involved in any

incident that violates this policy, the Commissioner may at his discretion based on

the nature of the original and subsequent incidents elect to take immediate

disciplinary action and make any appropriate adjustments following a full

investigation and resolution of the matter.

Reporting of Incidents--The League must be advised promptly of any incident

that may be a violation of this policy, and particularly when any conduct results in

an arrest or other criminal charge. Players and club employees must report any

such incident to the club, which must then report it to NFL Security at (800) NFL1099.

Failure to report an incident will constitute conduct detrimental and will be

taken into consideration in making disciplinary determination under this policy.

Clubs are also required to report incidents that come to their attention.

Assistance--Players and employees are encouraged to consult with their

Player Development Directors or with the League's Player and Employee

Development Department to obtain access to educational, counseling, and other

programs and resources that will help in avoiding misconduct that may result in

discipline.

will help in avoiding misconduct that may result in discipline.

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