FPHL INTEGRITY REPORTING & REVIEW POLICY

FPHL INTEGRITY REPORTING & REVIEW POLICY

FPHL INTEGRITY REPORTING & REVIEW POLICY

Effective for conduct occurring on or after July 27, 2026

The FPHL Integrity and Compliance Program is designed to promote fair competition, consistent enforcement, responsible governance, and confidence across the league.

The FPHL Integrity Reporting Line is one component of that program. Reports are submitted through SAFE Hotline, the FPHL’s independent third-party intake service. SAFE Hotline receives online and telephone submissions and makes them available to designated FPHL case administrators. Under this policy, SAFE Hotline serves as the intake provider; it does not conduct the FPHL’s initial review, investigate allegations, make findings, or determine whether an FPHL rule was violated.

This is a private reporting and review process. A submitted report is an allegation, not a public statement or a finding of wrongdoing. Reports are initially screened for scope and evidentiary sufficiency, and qualifying matters may be referred for independent investigation.

WHAT THIS POLICY COVERS

This public policy explains:

  • The purpose, scope, and effective date of the FPHL Integrity Reporting Line;
  • Who may submit a report and what constitutes a qualified report;
  • The salary-cap and serious ethics or integrity matters that may be reported;
  • The information and supporting evidence that should be provided;
  • How evidence must be obtained and submitted;
  • How SAFE Hotline intake, initial FPHL review, independent investigation, findings, and applicable review operate;
  • Anonymous reporting, confidentiality, and protection from retaliation;
  • Eligibility for the salary cap reporting award;
  • Matters that belong in the general-feedback or internal-compliance channels; and
  • The relationship between this public guidance and internal FPHL policies, rules, forms, and procedures.

Detailed salary-cap classifications, reporting forms, operating procedures, sanctions, appeal rules, and other proprietary implementation requirements are maintained in internal FPHL policy documents. FPHL personnel should refer to those internal policies, rules, forms, and guidance when clarification is required.

SUBMIT AN INTEGRITY REPORT

Reports are submitted through SAFE Hotline, the FPHL’s independent third-party intake service.

REPORTING SCOPE

Use this reporting channel only for:

  • Suspected FPHL salary-cap violations, including hidden, indirect, disguised, or unreported player compensation or benefits; or
  • Serious ethics or integrity misconduct directly connected to FPHL activities.

Reports must concern conduct occurring on or after July 27, 2026 and must be supported by relevant firsthand information or credible supporting evidence.

Submissions outside the defined scope will be administratively closed and will not be investigated through this process.

Submit an Integrity Report Online

Telephone: 1-855-662-SAFE (1-855-662-7233)
FPHL Reporting ID: 2510335530

SAFE Hotline uses the label “Company ID” for the FPHL Reporting ID. That platform terminology identifies the FPHL reporting account only; it does not indicate that the reporting party is an employee or has any particular legal relationship with the FPHL.

Online reporting is recommended when submitting screenshots, documents, photographs, document scans, audio, video, or other supporting files.

Anonymous reports are accepted. Anonymous reports must satisfy the same scope, factual, and evidentiary requirements as identified reports.


1. PURPOSE OF THE REPORTING LINE

The primary purpose of the FPHL Integrity Reporting Line is to receive credible reports of suspected salary cap violations, including hidden, indirect, disguised, or unreported compensation or benefits connected to a player’s participation with an FPHL team.

The reporting line may also be used for other serious ethics or integrity concerns involving FPHL activities. Those matters may be reviewed under a different FPHL policy or process.

The reporting line is intended to encourage people with relevant knowledge or evidence to speak up. It is not intended to encourage unsupported accusations, competitive complaints, rumors, or attempts to damage another person or team.

2. WHO MAY SUBMIT A REPORT?

Any person with relevant firsthand knowledge or credible supporting evidence may submit a report. Reporting parties may include current or former players, team or league personnel, owners, sponsors, vendors, partners, service providers, family members, witnesses, or other stakeholders with relevant information.

A person does not need to be employed by the FPHL or an FPHL team to submit a report. Use of the FPHL Integrity Reporting Line or SAFE Hotline does not create or change any employment, contractor, volunteer, player, agency, membership, or other legal relationship.

3. EFFECTIVE DATE AND FORWARD-ONLY APPLICATION

This reporting and review process applies to conduct occurring on or after July 27, 2026.

A report based solely on conduct alleged to have occurred before July 27, 2026 will not be reviewed or investigated through this process.

Conduct that began before July 27, 2026 but continued on or after that date may be reported. In that situation, the review will focus on conduct occurring on or after the effective date.

Earlier communications or events may be considered as background when they are directly relevant to understanding or proving post-effective-date conduct. Earlier conduct will not, by itself, support enforcement under this program.

4. REQUIREMENTS FOR A QUALIFIED REPORT

A qualified report must satisfy all of the following requirements:

  1. It must concern conduct occurring on or after July 27, 2026.
  2. It must be made honestly and in good faith.
  3. It must contain either relevant firsthand knowledge or credible supporting evidence.
  4. It must provide enough specific information to permit a meaningful initial review.
FIRSTHAND REPORTS

A firsthand report is made by someone who personally saw, heard, received, participated in, or otherwise directly experienced the reported conduct.

Firsthand testimony may be sufficient even when the reporting party does not possess documents, screenshots, or recordings. The account must still include specific facts explaining what occurred and how the reporting party knows about it.

EVIDENCE-BASED THIRD-PARTY REPORTS

A person who did not personally witness the conduct may submit a report when that person provides credible evidence supporting the allegation.

Examples may include communications, documents, payment records, photographs, screenshots, recordings lawfully obtained, public statements, witness information, or other records that provide a reasonable basis for review.

REPORTS THAT ARE NOT SUFFICIENT

The following, without additional firsthand information or credible evidence, will not ordinarily be referred for a full investigation:

  • Rumor or gossip;
  • General suspicion or belief;
  • Competitive rivalry or team-based accusations;
  • Unsupported secondhand claims;
  • Requests to investigate a person or team without a factual basis;
  • Anonymous accusations containing no details or evidence;
  • Speculation based only on a team’s roster, performance, or perceived spending;
  • Repetition of something heard from another person without identifying a firsthand witness or providing supporting evidence; or
  • Allegations based solely on conduct before July 27, 2026.

A report may be closed when there is not enough credible information to proceed.

5. GOOD-FAITH REPORTING

A report is made in good faith when the reporting party honestly believes the information provided is accurate and has a reasonable factual basis for making the report.

A report is not considered false merely because an allegation cannot ultimately be proven. A person who submits an honest report based on firsthand knowledge or credible evidence does not violate this policy simply because the available evidence is insufficient to substantiate the allegation.

Knowingly false, malicious, fabricated, or intentionally misleading reports are prohibited.

The reporting line must not be used to:

  • Harass or threaten another person;
  • Damage a competitor;
  • Influence a roster, business, or personnel decision;
  • Spread rumors;
  • Retaliate against someone;
  • Gain leverage in an unrelated dispute;
  • Submit altered or fabricated evidence; or
  • Intentionally omit material information in a way that creates a misleading account.

Knowingly false reports or fabricated evidence may result in action under applicable FPHL rules and, where appropriate, applicable law.

6. WHAT SALARY CAP CONDUCT MAY BE REPORTED?

The reporting line may be used to report suspected hidden, indirect, disguised, or unreported compensation or benefits connected to a player’s participation with an FPHL team.

Examples include, but are not limited to:

  • Undisclosed cash payments or side payments;
  • Deferred, split, or disguised payments;
  • Performance bonuses, signing bonuses, recruitment payments, relocation payments, moving payments, or other prohibited incentives;
  • Gifts, gift cards, prepaid cards, reimbursements, loans, or recurring benefits used as player compensation;
  • Housing, rent, utilities, vehicles, travel, meals, equipment, or other benefits provided because of roster status;
  • Fake, vague, inflated, unnecessary, or no-show jobs;
  • Compensation for work that was not actually performed;
  • Sham commissions, inflated commissions, guaranteed commissions not tied to actual sales, artificial sales, or owner-funded sales created to benefit a player;
  • Payments or benefits routed through an owner, sponsor, vendor, partner, booster organization, support organization, business, agent, representative, family member, household member, or close personal contact;
  • Unreported NIL, sponsorship, endorsement, appearance, spokesperson, advertising, social media, promotional, or similar arrangements;
  • Player merchandise, royalties, commissions, bulk purchases, or team-connected sales used to transfer value to a player;
  • Equipment provided for resale, profit, or compensation rather than for a legitimate playing or safety-related need;
  • Misuse of a roster classification or other FPHL rule to avoid salary cap requirements;
  • Instructions to conceal, mischaracterize, omit, delete, destroy, or withhold compensation information;
  • False certifications or false statements concerning compensation or benefits;
  • Witness interference, obstruction, or failure to cooperate with an authorized review or investigation; or
  • Retaliation against a person who reports, provides evidence, or cooperates with a review.

The label placed on an arrangement does not determine how it will be treated. The FPHL may examine the actual purpose, substance, value, funding source, and surrounding circumstances of a payment or benefit.

7. OTHER ETHICS AND INTEGRITY CONCERNS

The FPHL Integrity Reporting Line may also be used to report other serious ethics or integrity concerns involving FPHL activities. Reports in this category are submitted through SAFE Hotline and may be assigned to an appropriate FPHL reviewer under a different FPHL policy or process.

Examples may include:

  • Fraud or intentional financial misrepresentation;
  • Falsification or destruction of records;
  • Bribery, kickbacks, or improper payments;
  • Serious conflicts of interest;
  • Misuse of league, team, or affiliated-organization funds or assets;
  • Retaliation, intimidation, or witness interference;
  • Obstruction of an authorized FPHL review;
  • Knowingly false statements made in an official FPHL process; or
  • Other misconduct of comparable seriousness that is directly connected to FPHL governance, financial integrity, or an authorized league review or investigation.

The $5,000 salary cap reporting award applies only when original, qualifying information materially contributes to a salary-cap violation being finally substantiated. It does not apply to other ethics or integrity reports unless the reported conduct also establishes a qualifying salary-cap violation.

8. INFORMATION TO INCLUDE IN A REPORT

A reporting party should provide as much specific information as reasonably available.

Useful information includes:

  • The names of the people, teams, businesses, sponsors, vendors, booster organizations, or other entities involved;
  • What was offered, promised, paid, received, concealed, or misrepresented;
  • The date or approximate date of the conduct;
  • Whether the conduct is ongoing;
  • Where the conduct occurred;
  • How the reporting party learned about it;
  • Whether the reporting party personally witnessed or experienced it;
  • The estimated amount or value involved;
  • How payment or value was transferred;
  • The names of other people who may have relevant firsthand knowledge;
  • The location of relevant documents or records;
  • Whether anyone was told not to disclose the arrangement;
  • Whether records may be altered, deleted, or destroyed; and
  • Whether anyone has experienced or fears retaliation.

A reporting party who does not know an exact amount or date may provide a reasonable estimate, but should clearly identify it as an estimate.

9. SUPPORTING EVIDENCE

Supporting evidence may include:

  • Written agreements, contracts, side agreements, or compensation arrangements;
  • Text messages, emails, direct messages, letters, or other communications;
  • Screenshots, photographs, or document scans;
  • Payment records, bank records, payroll records, invoices, receipts, or tax records;
  • Job descriptions, time sheets, schedules, work product, or employment records;
  • Commission plans, sales records, customer records, commission calculations, or payment schedules;
  • Sponsor, vendor, partner, booster, or support-organization records;
  • NIL, endorsement, appearance, spokesperson, advertising, social media, or promotional agreements;
  • Merchandise sales, ecommerce, royalty, team-store, or bulk-purchase records;
  • Housing, vehicle, travel, meal, reimbursement, or equipment records;
  • Public statements, interviews, podcasts, social media posts, or other compensation claims;
  • Firsthand witness statements;
  • The names and contact information of people with relevant knowledge;
  • Audio or video lawfully obtained; or
  • Any other credible information suggesting a likely violation.

The reporting party does not need to possess every relevant document before making a report. The report should identify any known records, witnesses, accounts, devices, or locations where additional evidence may exist.

Online reporting is recommended when files will be submitted.

If a file cannot be uploaded, describe the file in the report and explain how it may be securely provided.

10. EVIDENCE MUST BE OBTAINED AND SUBMITTED LAWFULLY

Do not break the law or violate another person’s legal rights in order to obtain evidence.

A reporting party must not:

  • Hack or attempt to access an account, system, email address, cloud-storage account, or device without authorization;
  • Steal records or property;
  • Trespass;
  • Impersonate another person;
  • Obtain information through fraud or deception;
  • Make an unlawful audio or video recording; or
  • Alter evidence in a way that changes or misrepresents its meaning.

Original files should be preserved whenever reasonably possible.

Do not crop, edit, enhance, rearrange, or modify evidence in a way that could affect its meaning. When a file has been edited or redacted, explain what was changed and retain the original.

Unrelated Social Security numbers, complete bank or credit-card numbers, passwords, medical information, and other unrelated sensitive personal information should be redacted where reasonably possible.

Only submit material that is reasonably relevant to the report.

A reporting party should not conduct an unauthorized personal investigation, confront witnesses, interfere with records, or take action that may compromise a future review.

11. HOW REPORTS ARE HANDLED

STEP 1: THIRD-PARTY INTAKE THROUGH SAFE HOTLINE

SAFE Hotline receives reports through its website and telephone service and makes them available to designated FPHL case administrators.

Under this policy, SAFE Hotline serves as the intake provider only. It does not conduct the FPHL’s initial review, investigate allegations, make findings, or determine whether an FPHL rule was violated.

A reporting party should retain any report number, confirmation number, password, or other follow-up information provided through SAFE Hotline.

STEP 2: INITIAL REVIEW

Salary cap reports are initially reviewed by the FPHL Director of League Operations.

The purpose of the initial review is to determine whether:

  • The alleged conduct occurred on or after July 27, 2026;
  • The matter falls within the applicable FPHL salary cap or integrity rules;
  • The report contains relevant firsthand information or credible supporting evidence;
  • The report provides enough specific information for further review; and
  • The available information suggests a likely violation warranting an independent investigation.

The initial review is not a finding that wrongdoing occurred.

The Director of League Operations may request additional information before deciding whether to close or refer the matter.

A report may be closed without referral when it:

  • Concerns conduct occurring solely before July 27, 2026;
  • Falls outside the applicable FPHL reporting process;
  • Contains only rumor, speculation, or competitive suspicion;
  • Does not provide enough specific information;
  • Does not include firsthand knowledge or credible supporting evidence; or
  • Does not otherwise provide a reasonable basis for further investigation.
STEP 3: INDEPENDENT THIRD-PARTY INVESTIGATION

When the report and supporting information provide a credible basis to believe that a salary cap violation may have occurred, the matter may be referred to an independent third-party investigator.

The investigator may:

  • Review the original report and supporting files;
  • Request relevant records;
  • Review contracts, communications, compensation records, payment records, and other documents;
  • Interview reporting parties, witnesses, players, team representatives, and other relevant people;
  • Examine whether payments or benefits were real, reasonable, documented, and properly reported;
  • Review the source and purpose of compensation or benefits;
  • Evaluate whether a person or entity was used to conceal or route compensation;
  • Determine whether records were withheld, altered, or destroyed; and
  • Gather other information reasonably necessary to determine what occurred.

Teams and other persons subject to applicable FPHL rules must cooperate with authorized reviews and investigations as required by those rules.

STEP 4: FINDINGS AND APPLICABLE REVIEW

At the conclusion of an investigation, the investigator will prepare written findings concerning the allegation, the evidence reviewed, relevant witness information, and the facts determined.

Before a final determination is made, a person or organization accused of wrongdoing will receive appropriate notice of the allegation and a reasonable opportunity to respond under applicable FPHL procedures, subject to reasonable confidentiality protections for reporting parties, witnesses, and sensitive evidence.

A salary cap allegation is substantiated only when, after investigation and any applicable review or appeal, the available evidence establishes that a violation more likely than not occurred.

Submitting a report does not establish that a violation occurred. A team, player, or other person named in a report is not considered to have violated FPHL rules merely because an allegation was submitted or an investigation was opened.

If a violation is finally substantiated, the FPHL may take appropriate action under its applicable internal rules and procedures. Internal sanction schedules and other proprietary enforcement provisions are not published on this page.

12. TIMING OF REVIEWS AND INVESTIGATIONS

The FPHL will seek to handle reports within a reasonable period of time.

The amount of time required will depend on factors such as:

  • The complexity of the allegation;
  • The number of people involved;
  • Witness availability;
  • The amount and type of evidence;
  • The need to obtain records from third parties;
  • The responsiveness of the people or organizations involved;
  • The need to preserve confidentiality; and
  • Any applicable review or appeal.

No specific completion date can be guaranteed.

The FPHL may be unable to provide a reporting party with detailed status information or the final outcome, particularly where confidentiality, privacy, fairness, or league-governance considerations apply.

13. ANONYMOUS REPORTING

Reports may be submitted without providing the reporting party’s name.

An anonymous report must still satisfy the same factual and evidentiary standards as any other report. Anonymous status does not reduce the need for specific information, firsthand knowledge, or credible supporting evidence.

Anonymous reporting may limit the FPHL’s ability to:

  • Ask follow-up questions;
  • Clarify dates, amounts, or identities;
  • Authenticate evidence;
  • Evaluate the basis of the reporting party’s knowledge;
  • Locate additional records;
  • Resolve conflicting information; or
  • Conduct a complete investigation.

An anonymous reporting party should retain any report number, confirmation number, password, or other follow-up information provided through SAFE Hotline and should use any available follow-up process to respond to questions.

The contents of a report, the nature of the evidence, or the number of people with access to particular information may indirectly reveal a reporting party’s identity. Absolute anonymity cannot be guaranteed.

Reports submitted anonymously are not eligible for the salary cap reporting award.

A person who wishes to be considered for the salary cap reporting award should provide verifiable identity and contact information through the authorized reporting process.

14. CONFIDENTIALITY

A reporting party may identify themselves and request that their identity be treated confidentially.

The FPHL will make reasonable efforts to protect the confidentiality of:

  • Reporting parties;
  • Witnesses;
  • Reports;
  • Evidence;
  • Interview information; and
  • Investigative materials.

Complete confidentiality cannot be guaranteed.

Disclosure may be reasonably necessary to:

  • Conduct a fair and complete investigation;
  • Verify or authenticate evidence;
  • Interview witnesses;
  • Provide appropriate notice to a person or organization accused of wrongdoing;
  • Allow a response, review, or appeal;
  • Comply with league-governance obligations;
  • Comply with applicable law;
  • Protect the integrity of the investigation; or
  • Protect the integrity of the league.

Information may be shared with authorized league representatives, investigators, reviewers, professional advisers, or other persons who reasonably need the information for the applicable process.

The FPHL may limit the information provided to a reporting party when disclosure could affect another person’s privacy, compromise an investigation, reveal confidential league information, or interfere with an applicable review or appeal.

15. $5,000 SALARY CAP REPORTING AWARD

An identified reporting party may be eligible for a $5,000 salary cap reporting award when original, qualifying information materially contributes to a salary-cap violation being finally substantiated, subject to applicable FPHL administrative rules.

The award is not paid merely because:

  • A report is submitted;
  • A report passes the initial review;
  • An investigation is opened;
  • A person or team is named;
  • The reporting party believes a violation occurred; or
  • Corrective action is taken without a final finding of a qualifying salary cap violation.

The award becomes payable only after:

  1. A qualifying salary cap violation has been finally determined;
  2. Any applicable appeal has been resolved or waived;
  3. The applicable fine has been collected by the FPHL;
  4. The reporting party’s identity and eligibility have been verified; and
  5. Any required payment and tax documentation has been completed.

Anonymous reporting parties are not eligible for the award.

The award applies only to qualifying salary-cap violations. Other ethics or integrity reports are not award-eligible unless the reported conduct also results in a qualifying salary-cap violation that has been finally substantiated.

Award eligibility, including the treatment of duplicate reports, overlapping reports, multiple reporting parties, previously known information, and information that did not materially contribute to the final result, will be determined under FPHL administrative rules.

The FPHL’s award-eligibility determination is separate from the decision concerning whether a salary cap violation occurred.

16. PROTECTION FROM RETALIATION

Retaliation against any person for making a good-faith report, providing evidence, giving testimony, producing records, cooperating with a review or investigation, communicating with an authorized FPHL representative, or refusing to participate in prohibited conduct is not permitted.

Retaliation may include:

  • Threats;
  • Harassment;
  • Intimidation;
  • Coercion;
  • Blacklisting;
  • Interference with future opportunities;
  • Reduced playing opportunities;
  • Release or threatened release from a roster;
  • Loss of compensation or benefits;
  • Adverse business treatment;
  • Pressure to withdraw or change a report;
  • Pressure to withhold evidence;
  • Witness interference; or
  • Other adverse treatment connected to good-faith reporting or cooperation.

Suspected retaliation should be reported promptly through the FPHL Integrity Reporting Line using SAFE Hotline, even when the original concern was reported through another channel.

The anti-retaliation rule protects good-faith reporting and cooperation. It does not protect knowingly false reports, fabricated evidence, threats, harassment, or other misconduct.

17. ROUTINE COMPLIANCE DISCLOSURES ARE SEPARATE

The FPHL Integrity Reporting Line is for suspected violations and serious ethics concerns.

It is not a substitute for the FPHL’s routine salary cap disclosure, approval, certification, or compliance processes.

Teams, players, and other covered persons seeking to report or obtain guidance concerning a proposed job, commission plan, booster benefit, NIL arrangement, sponsorship, endorsement, promotional agreement, outside opportunity, equipment replacement, family or close-personal-contact arrangement, or other reportable benefit should use the appropriate internal FPHL compliance process before the arrangement begins or payment is provided.

A person should not use the Integrity Reporting Line merely to seek ordinary advance approval of a disclosed arrangement.

18. MATTERS OUTSIDE THE REPORTING LINE—AND WHERE TO SEND THEM

The FPHL Integrity Reporting Line is not intended for ordinary operational, game-related, customer-service, or general-feedback matters that do not involve a serious ethics, integrity, or compliance concern.

Examples include:

  • Officiating complaints;
  • Playing-time disagreements;
  • Ordinary roster or lineup decisions;
  • Coaching-strategy disagreements;
  • Routine transaction questions;
  • Ticketing or customer-service complaints;
  • General criticism of a team or league decision;
  • Personal disputes unrelated to FPHL ethics or compliance; or
  • Routine requests for policy clarification.

These matters are handled outside the FPHL Integrity Reporting process.

General questions, fan comments, officiating feedback, ticketing or service concerns, and other routine hockey or operational matters may be submitted through the FPHL Comments & Feedback page.

Submit General FPHL Feedback

FPHL personnel seeking guidance concerning salary-cap disclosures, advance approvals, compensation classifications, certifications, or other compliance obligations should use the applicable internal FPHL compliance channel rather than the public feedback form or the Integrity Reporting Line.

19. NOT AN EMERGENCY SERVICE

The FPHL Integrity Reporting Line, including submissions made through SAFE Hotline, is not an emergency service.

For an immediate threat to life or safety, call 911 or contact the appropriate local emergency authority.

Do not rely on the FPHL Integrity Reporting Line or SAFE Hotline for an emergency response.

20. INTERNAL FPHL POLICIES AND GUIDANCE

This public page explains the general FPHL integrity reporting and review process. It does not publish all internal, confidential, or proprietary FPHL rules, procedures, forms, investigation protocols, enforcement provisions, appeal procedures, or administrative guidance.

FPHL personnel should refer to applicable internal FPHL policy documents, rules, forms, and guidance for clarification concerning:

  • Salary cap reporting requirements;
  • Compensation classifications;
  • Advance disclosure and approval requirements;
  • Team and player certifications;
  • Investigation and cooperation requirements;
  • Conflict-management procedures;
  • Findings and appeal procedures;
  • Salary cap reporting-award administration;
  • Confidentiality and records handling;
  • Corrective action and discipline; and
  • Any other internal implementation requirement.

Where this public guidance differs from a formally adopted internal FPHL policy, rule, or procedure, the formally adopted internal document will control.

The FPHL may update this page as its reporting procedures, administrative rules, or supporting systems are revised.

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