Where do I send game reports?

Answer: Referees are required to completely fill out all Game Reports, and to submit them to the proper authority within 24 hours of the end of the match. It is the responsibility of the referee to obtain the correct mailing address of the match authority. For convenience, league mailing addresses are listed below:

Youth: RI Youth SuperLiga, P.O. Box 467, Bristol, 02809
Over 30: John Ferreira, 9 Henry St., Central Falls, 02863
Match results from any Amateur game MUST be called into the RISA league office as soon as possible. The phone number is 800-366-0135.

What is "Abuse"? What is "Assault"? What do I do about them?

Answer: Click on this link for complete information. In addition, you MUST LET SOMEONE IN THE REFEREE COMMITTEE KNOW THAT THIS EVENT OCCURRED!!!!!

How do I handle Kicks from the Penalty Mark?

Answer:

Only the players on the field at the end of the match or at the end of any extra time can participate. This includes any player temporarily off the field to correct equipment, for treatment of an injury, or to correct bleeding or blood on the uniform. The kicks from the penalty mark procedure officially begins immediately at the conclusion of the match or after any extra time.

An injured goalkeeper may be substituted if the team has not used its maximum allowed substitutions permitted under the competition rules. Under no circumstances may a field player be substituted after any extra time is over.

The team whose captain wins the coin toss decides which team will kick first.

Players who are waiting to kick or who have already kicked are required to be in the area of the center circle. No other persons are permitted on the field.

The referee selects the goal toward which kicks will be taken. However, the referee should consult with the competition authority to determine if any additional information should be taken into account in deciding this matter (e.g., television or other video recording needs).

If a team finishes the match and any extra time with fewer players than the opposing team (due to injury or misconduct), the captain of the opposing team must select and identify for the referee those players who will not participate in kicks from the penalty mark. In other words, the team must "Reduce to Equate" so that the kicks from the penalty mark procedure begins with teams having an equal number of players.

The goalkeeper not defending against a kick from the penalty mark must be positioned at the intersection of the penalty area line and the goal line, behind the assistant referee, until it is his turn to defend.

Only one player at a time (other than the goalkeepers) may leave the center circle and only for the purpose of taking a kick. The kick is taken, without unnecessary delay, only after the referee signals.

Kicks will proceed in an initial group of five for each team, unless a point is reached when no further kicks could alter the outcome. If all five kicks for each team are taken with each team having an equal number of goals, kicks thereafter will proceed in pairs of one per team until one team scores and the other team does not.

All kicks from the penalty mark are taken in pairs, alternating by each team. A player may not kick again until all team members have kicked.

If a player is required to leave the field during kicks from the penalty mark (due to injury or misconduct), the opposing team will not remove players to equal the reduced number of opponents. In such a case, the team with fewer players may use all its eligible players before the other team and will therefore begin allowing its players to kick a second time before this occurs for the other team.

During the taking of kicks from the penalty mark, player uniforms (e.g., the wearing of shinguards) must still meet the requirements of Law 4. The authority of the referee under Law 5 to deal with any misconduct or irresponsible behavior also continues.

A player is guilty of unsporting behavior at the taking of a kick from the penalty mark if, in the opinion of the referee:

he delays unnecessarily after being signaled by the referee to proceed,
he runs past the ball and then backs up to take the kick,
he excessively changes direction during the run to the ball, or
he makes any motion of the hand or arm which is clearly intended to misdirect the attention of the goalkeeper.

In such cases, the referee should suspend the procedure, caution the player involved, and then signal once again for the kick to be taken. If the kick has already been taken, the referee should order it retaken only if the ball enters the goal. The player must still be cautioned for his misconduct regardless of the outcome.

How do I upgrade to the next Referee level?

Answer:

Upgrade requirements to move from Referee Grade 8 to Referee Grade 7

You must be at least 17 years old.
You must have officiated at least 75 games as a Referee at any age level, and 25 games as an Assistant Referee at any age level.
You must attend the Upgrade Clinic.
You must pass the USSF Referee Test with a minimum grade of 85.
You must pass 1 Assesment as a Referee in an Under-19 or higher level game.
You should (but it is not mandatory) pass a Physical Fitness test.

Upgrade requirements to move from Referee Grade 7 to State Referee Grade 6

You must be at least 18 years old.
You must have officiated at least 100 games as a Referee at any age level, and 25 games as an Assistant Referee at any age level.
You must attend the Upgrade Clinic.
You must pass the USSF State Referee Test with a minimum grade of 75.
You must pass 2 Assesments as a Referee in an Under-19 or higher level game, as well as 1 Assesment as an Assistant Referee in an Under-19 or higher level game.
You must pass a Physical Fitness test.

To Request an Assessment for Upgrading purposes Contact the State Director of Assessment. The SDA will arrange the assessment with the appropriate Assignor. You will be contacted by either the SDA or the Assignor as to the date, time, and location of the game at which you will be assessed.

Are referees independent contractors or employees?

Answer: A determination of whether referees are independent contractors or employees may have significant ramifications including tax liability, workers' compensation responsibility, unemployment compensation responsibility, and tort liability. The determination of employment status centers on which party has the right to direct and control the method in which services are performed. If the party requesting the services controls, then the individual performing the services will be considered an employee. If the party delivering the services controls, then the individual will be considered an independent contractor.

Determination of employment status is made on a case by case basis. The Internal Revenue Service has issued regulations establishing multiple factors to consider in making the determination. However, no single factor is determinative. Further, states determine employment status under their own laws to resolve workers' compensation, unemployment compensation, or tort liability issues. Although states typically follow the IRS factors in making this determination, each state's analysis can be different. It may be necessary to consult legal counsel regarding your specific state's laws on these topics.

The following table illustrates the factors used by the IRS to determine employment status. The "Interpretation" column explains how the factor influences the overall analysis of employment status. No single factor is determinative of an individual's employment status, nor is a majority of the factors one way or the other necessarily controlling. The analysis is fact-specific; a determination is made by examining all factors together.

FACTOR INTERPRETATION
Is there a contract (job-based, term-based)? A contract that is job-based indicates that the worker is an independent contractor, while a contract for a term is most likely an employment contract. Training given by the hiring entity? The more training given to a worker, the more control the hiring entity has over the worker. Intense training indicates that the worker is an employee.
Does hiring entity give instructions? Detailed instructions as to how the worker is to perform indicates that the person is an employee.
Does the hiring entity have the right to change the methods used by the worker? Control of the hiring entity over the methods used by the worker indicates that the worker is an employee.
Does the hiring entity have the right to direct the worker on how to do the work? The right of the hiring entity to direct the worker indicates that the worker is an employee.
Does the operation of the hiring entity's business require that the worker be supervised? The more supervision over the worker that occurs, the more control the hiring entity has over the worker. Broad authority to supervise a worker indicates that the worker is an employee.
Is the worker engaged to complete a particular job or to work at a job for an indefinite period of time? Independent contractors are typically hired to perform a specific task. Engagement of a worker for an indefinite period of time indicates that the worker is an employee.
Does the worker report to a hiring entity representative, and how often? Frequent reporting requirements exhibit the hiring entity's control over the worker and indicate that the worker is an employee.
Does the worker furnish a time record to the hiring entity? A hiring entity's requirement that a worker furnish a time record exhibits control over when the individual works and indicates that the individual is an employee.
Is the worker required to follow a work routine or schedule established by the hiring entity? A hiring entity's authority to establish a work routine or schedule indicates control over the worker and indicates that the worker is an employee.
Does the hiring entity furnish tools, equipment, supplies or materials to the worker? Typically independent contractors invest in their own equipment, tools, etc. Provision of these materials by the hiring entity indicates that the worker is an employee.
Does the hiring entity reimburse worker for expenses incurred by the worker in doing the job? Typically independent contractors remain responsible for their own business expenses. The more expenses are reimbursed to the worker, the more likely the worker will be considered an employee.
Does the worker perform the services required personally? A worker's authority to delegate the work to others of his/her choice indicates that he/she is an independent contractor.
Are services performed at the hiring entity's location? A worker's ability to perform services at a location independent from the hiring entity indicates that he/she is an independent contractor.
How is the worker paid (lump sum, hourly, salary, etc.)? Lump sum payment for performance of a job indicates that the worker is an independent contractor.
Is the worker eligible for hiring entity benefits such as pension and health insurance? Eligibility for benefits indicates that the worker is an employee of the hiring entity.
Does the hiring entity set specific hours for the work to be done? The hiring entity's control over the specific hours of work indicates that the worker is an employee.
Does the worker perform similar services for others? The worker's ability to do work for other hiring entities indicates that the worker is an independent contractor.
Does the hiring entity have priority on the worker's time? Independent contractors typically have the authority to balance their jobs as they see fit. The hiring entity's authority to claim priority over worker's time indicates that the hiring entity is an employee.
Is the worker prohibited from competing with the hiring entity currently or during any later period? Independent contractors typically may engage in business that may compete with the business of hiring entity. A hiring entity's control over a worker's ability to compete indicates that the worker is an employee.
Can the hiring entity discharge the worker at any time without incurring a liability? Independent contractors can generally be discharged without the hiring entity incurring a liability. A hiring entity's ability to discharge workers without liability indicates that the worker is an independent contractor.
Can the worker terminate the services at any time without incurring liability? A worker's ability to terminate the services without liability indicates that the individual is an independent contractor.
Does the hiring entity represent the worker as an employee to others? The hiring entity's representation of the worker as an independent contractor indicates that he/she is an independent contractor.
Does the worker make his services available to the general public? That the worker's services are available to the public indicates that he/she is an independent contractor.
Is a license necessary for the work? If so, who pays the fee for the license? Typically, independent contractors pay their own licensing fees. That a worker pays for his/her own license indicates that he/she is an independent contractor.
Does the worker have a financial investment in some business related to the services performed? Independent contractors typically invest in their own businesses rather than relying upon the hiring entity's resources. Thus, a worker who has a financial investment in a business will be considered an independent contractor.
Can the worker profit or suffer loss in the performance of services for the hiring entity? The ability to suffer losses and gain profits indicates that the worker is an independent contractor.
Are the worker's services integrated into the business operations of the hiring entity? The more a worker's services are integrated into the business operations of the hiring entity, the more likely the worker will be considered an employee.

Referee-Helpful Suggestions

The following are some suggestions for maintaining independent contractor status of referees. While these guidelines may minimize the likelihood that referees will be considered employees, there is no guarantee of independent contractor status because this determination is made on a case by case basis.

State Referee Committees should be responsible for assigning referees instead of state and local associations and leagues (i.e., the entity running the competition should be different from the entity assigning the referees)
Organization bylaws and policies should reflect that referees are independent contractors
State Referee Committees should remain the entity that trains, certifies and evaluates referees
Contracts should not be used; any assignment acceptance form should reflect that the referee is an independent contractor
Referees should be hired to work on a game by game basis rather than for a season or other longer period of time, and should be permitted to work for multiple soccer groups
State and local associations and leagues should refrain from giving referees instructions regarding how to call a game; referees should retain the right to control games without interference using the Laws of the Game.
State and local associations and leagues should not supply equipment or uniforms to referees
Referees should be able to turn down assignments freely
Referees should be covered by their own liability insurance through registration with USSF and should not be covered by state and local associations and leagues