safe place reporting and investigation

The Church of Reconciliation is committed to providing a safe and secure environment for all persons who participate in the ministries and activities ...

0 downloads 1 Views 128KB Size

Recommend Documents


Incident Reporting and Investigation
Airside Operational Instruction 09. Incident Reporting and Investigation. Uncontrolled when printed. Page 0 of 9. 2019, V1.0. Incident Reporting and Investigation.

Incident Reporting and Investigation
Occurrence Reporting Analysis and Follow-up of occurrences in civil aviation is ... 1) If the aircraft reports a problem or the situation develops into an accident or ...

A Safe Place
Aug 4, 2013 - My friend Scott included a photocopy of the Fra Angelico painting that I've put on the bulletin cover today. He asks, “When you look at the faces, ...

Healthy and Safe Place to Live. Work and Play -Iowa
Jan 19, 2016 - Health and Human Services Center ... Healthy and Safe Place to Live. ... appointment of a county representative to the Village of Arena Tax.

Healtlzv and Safe Place to Live, Work and Play-Iowa
Sep 20, 2016 - Healtlzv and Safe Place to Live, Work and Play-Iowa Countv ... Land use changes from the Towns of Highland, Linden, Moscow, Waldwick and ...

Healthy and Safe Place to Live. Work and Plav -Iowa
May 17, 2016 - Healthy and Safe Place to Live. Work and Plav -Iowa Countv ... Update on the May 10, 2016 Birch Lake meeting. 25. County Administrator ...

inquiry and investigation inquiry and investigation
What information belongs in the blank? (maggots). • Identify sequence of events: What happened after Leeuwenhoek shared his finding about “tiny animals”?

REPORTING GUIDELINES FOR WORK PLACE INJURIES
4) Parish should report all work-related injuries or ailments to CMG ... 5) Complete the Employer's First Report of Injury or Disease reports soon after the ...

Investigation
“They Might Be Giants”. 1 Samuel 17:4-11, 32-49. June 7. “Holding Out for a Hero”. 2 Samuel 5:1-5, 9-10. June 14. “David and the Ark”. 2 Samuel 6:1-5, 12b-19.

SAFE, FAIR, and FUN!!
All AYSO games shall be conducted in accordance with the current FIFA .... touchline; the parallel edge shall be no more than three (3) yards from the touchline.

Safe Place Policy September 2005

Church of Reconciliation (PCUSA) Chapel Hill, North Carolina

Church of Reconciliation

Safe Place Policy

Table of Contents Introduction................................................................................................................................................. 1 Prevention ................................................................................................................................................... 2 Congregational Covenant........................................................................................................................ 2 Screening of Nonpastoral Staff............................................................................................................... 2 Screening of Volunteers.......................................................................................................................... 3 Guidelines and Training for Volunteers ................................................................................................. 3 Facilities.................................................................................................................................................. 5 Reporting and Investigation........................................................................................................................ 5 Congregational Disciplinary Investigation ............................................................................................. 5 Reporting Procedures.......................................................................................................................... 5 Investigation Procedures..................................................................................................................... 6 Response Team ................................................................................................................................... 7 Remedies............................................................................................................................................. 7 Civil/Criminal Investigation ................................................................................................................... 8 Addressing Abuse Occurring Outside of Rec Community..................................................................... 9

Last updated 10/4/05

iii

Church of Reconciliation

Safe Place Policy

This page intentionally left blank

Last updated 10/4/05

iv

Church of Reconciliation

Safe Place Policy

Introduction The Church of Reconciliation is committed to providing a safe and secure environment for all persons who participate in the ministries and activities sponsored by this community of faith. We seek to serve as a sanctuary for all who enter and a place where all people can experience the love of God through faithful relationships with others. Sexual misconduct is a violation of principles set forth in Scripture and is never permissible. Recognizing the very present reality of sexual, physical, emotional, and spiritual abuse in faith communities all over the world, we as a congregation covenant to abide by guidelines that encourage safe environments, to participate in related educational opportunities, to report all abuse that we witness or have had conveyed to us (in accordance with applicable laws and policies), and to provide support to those who are affected by such abuse (e.g., complainant, reporter, accused, and congregation). In community with New Hope Presbytery, we affirm their Policy and Procedure on Sexual Misconduct dated April 24, 2002 (available in the Church Office), and agree to the guiding principles set forth in that policy: (1) Sexual misconduct is a violation of the role of all who gather and serve within this community of faith – Pastors, employees, volunteers, teachers, caregivers, church members and friends, who are called upon to exercise integrity, sensitivity, and caring in a trust relationship. The church has a covenant to act in the best interests of parishioners, clients, co-workers, children and youth, which is broken when sexual misconduct occurs. (2) Sexual misconduct is a misuse of authority and power that breaches Christian ethical principles by misusing a trust relationship to gain advantage over another in an abusive, exploitive, and unjust manner. If the parishioner, student, client, or employee initiates or invites sexual contact in the relationship, it is the Pastor’s, counselor’s, officer’s, supervisor’s, or youth leader’s responsibility to maintain the appropriate role and avoid a romantic/sexual relationship. (3) Sexual misconduct takes advantage of the vulnerability of children and persons who are less powerful and therefore less able to act for their own welfare. It is antithetical to the gospel call to work as God’s servant in the struggle to bring wholeness to a broken world. It violates the mandate to protect the vulnerable from harm. Sexual misconduct is defined as any of the following: •

Child sexual abuse, which includes, but is not limited to, any contact or interaction between a child and an adult when the child is being used for the sexual stimulation or gratification of the adult person or of a third person. The behavior may or may not involve touching. Sexual behavior between a child and an adult is always considered forced whether or not consented to by the child. State law governs the age of maturity.



Sexual harassment, which includes unwelcome sexual advances, requests for sexual favors, and other undesired verbal, visual, or physical conduct of a sexual nature.

Last updated 10/4/05

1

Church of Reconciliation

Safe Place Policy



Rape or sexual contact by force, threat, or intimidation.



Sexual malfeasance, defined as sexual misconduct within a ministerial or professional relationship. Sexual misconduct includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature.

This policy documents the processes in place to prevent sexual misconduct (Prevention) and the procedures for reporting and investigating a suspected incident of sexual misconduct (Reporting and Investigation). This policy applies to all staff and all active participants in the congregation, whether they are formal members of the Church of Reconciliation or not.

Prevention To ensure that the Church of Reconciliation is a safe and secure environment, we first seek to prevent sexual misconduct from happening. Prevention has five components: • • • • •

A congregational covenant that condemns sexual misconduct Screening of staff Screening of volunteers who work with children and youth Training and guidelines for volunteers who work with children and youth Making our facilities safe.

These are discussed below.

Congregational Covenant The Church of Reconciliation has adopted a covenant for all members and active participants of the congregation to sign that condemns sexual misconduct. The covenant is included as Attachment A. Our goal is for all active participants of the congregation (whether or not they are formal members of the church) to sign this covenant. To achieve this, we will conduct an annual signing event. In addition, the covenant will be provided to new members for signature at the conclusion of the New Members class. All volunteers who work with children or youth (Sunday School teachers, childcare providers, youth leaders, and tutoring program volunteers) and all paid staff must sign the covenant.

Screening of Staff This section applies to non-pastoral staff. For pastoral staff, we will follow New Hope Presbytery’s Policy and Procedure on Sexual Misconduct. Screening of non-pastoral staff has two components: •

Criminal Background Checks—We will conduct a criminal background check on new hires for positions that work primarily with children or youth. At this time, positions that require a criminal background check are the childcare coordinator, the nursery attendant, and the Elliott Woods tutoring program assistant. As new positions are opened, Session will determine (on the Personnel Committee’s recommendation) whether the position requires a

Last updated 10/4/05

2

Church of Reconciliation



Safe Place Policy

criminal background check. All background checks will be conducted by the Personnel Committee. Checking References—We will check references on all new hires and maintain the results in the employee’s confidential personnel file. References on persons not hired will be destroyed.

Screening of Volunteers All volunteers who work primarily with children and youth (including childcare providers, Sunday School teachers, youth leaders, and Elliott Woods tutors) must complete a volunteer information sheet (Attachment B). This information sheet includes basic contact information, as well as information about employment, hobbies, volunteer experience, training, and criminal record. In addition, all volunteers who work primarily with children and youth must provide three written references using the confidential reference form (Attachment C). References should be returned to the church office (not the childcare coordinator or Elliott Woods tutoring program assistant) by the volunteer. The church administrative assistant will maintain a database on volunteers who work primarily with children and youth and will use it to track the completion of the information sheet and references. Each volunteer need only complete the volunteer information and provide references once; after that, the information will remain on file and will satisfy this requirement for future volunteer positions with children and youth.

Guidelines and Training for Volunteers We have developed guidelines for staff and volunteers who work with children and youth. These are detailed in Attachment D and summarized here. Please note that these are guidelines, not hard and fast rules. Situations will vary, and sometimes, circumstances will not permit us to follow all of these guidelines. In such situations, the responsible adults present should try their best to conform as closely as possible to the guidelines. • • • • •

Number of adults present—at least two adults should always be present in the room with children and youth Tenure with church of volunteers—volunteers should have been active in the life of the church for at least 6 months before performing volunteer activities with children or youth Adult-child ratio—an adult-child ratio of at least 1 to 3 for children aged 2 years and under, and at least 1 to 6 for children over 2 years old should be maintained. Minimum age of volunteers—at least one childcare provider present should be over 18; youth leaders should be at least 5 years older than the oldest youth (i.e., 23 years old). Childcare sign in—childcare volunteers should ensure that a responsible adult (usually the parent or grandparent) signs children in to childcare.

We will conduct two types of training, as follows: •

One-time Awareness Training—One-time awareness training to provide background on and raise awareness of sexual misconduct, including signs of sexual misconduct and appropriate response, is required for all staff and volunteers who work primarily with

Last updated 10/4/05

3

Church of Reconciliation

Safe Place Policy

children and youth. Sunday School teachers, Youth leaders, Elliott Woods tutors, and staff must attend an approximately two-hour awareness training session within the program year; these sessions will be offered once or twice a year (as needed). Childcare providers are strongly encouraged to attend one of these sessions as well; however, if that is infeasible, they may satisfy the awareness training requirement through review and signature of approved awareness materials. We do hope eventually to have all childcare providers take attend the awareness training. We note that many members of the congregation engage in occupations requiring similar training, but we believe it is important to attend the church training session to get the church perspective and to ensure that our volunteers receive consistent content. Staff and volunteers will be required to complete this training only once. •

Annual Safe Place Review—An annual review of the Safe Place Policy and Guidelines is required for all staff and volunteers who work primarily with children and youth; however, the format may vary with position. For Sunday School teachers and Youth Group Leaders, the review will be integrated into the annual teacher training. For childcare providers and volunteers who are unable to attend the annual teacher training, the review requirement may be satisfied by reviewing and signing materials summarizing the Safe Place Policy and Guidelines. For Elliott Woods tutors, who are often not active participants in the congregation, we will conduct a special review session; however, tutors who have attended that review once can satisfy this requirement in subsequent years by reviewing and signing the same review materials as the childcare providers. All staff and active volunteers who work primarily with children or youth must complete this review annually.

Table 1 summarizes the training requirements by volunteer position. Table 1. Training Requirements by Position Position Sunday School teacher

Awareness Training One-time training session required within program year

Youth leader

Training session required within program year

Childcare provider

Training session strongly recommended; may substitute review and signature of approved awareness materials Training session required within program year

Elliott Woods tutor

Staff

Last updated 10/4/05

Training session required, first session offered after hire

Annual Review Integrated with teacher training; may substitute review and signature of summary materials if training missed Integrated with teacher training; may substitute review and signature of summary materials if training missed Review and signature of summary materials

Annual training session; may substitute review and signature of summary materials after first review Initial review on hire, annual review by supervisor

4

Church of Reconciliation

Safe Place Policy

Facilities As part of providing a safe environment, we are committed to ongoing review of our facilities with an eye to safety. At a minimum, we will ensure the following: •

All rooms in which volunteers or staff work with children or youth should have windows or other visual access.

Reporting and Investigation Any allegation of abuse or molestation at the Church of Reconciliation will be taken seriously and will be investigated. In the event that an incident of abuse occurs within or at an event sponsored by the Church of Reconciliation, it is possible that two separate investigations will happen simultaneously—a disciplinary investigation by the congregation and a civil and criminal investigation (if legally appropriate) by law enforcement officials. [This particular policy relates to incidents occurring on-site or with ministry activities…this does not in anyway inhibit the Session’s jurisdiction as stated in the Book of Order, including D-2.0203 (b) and D3.0101(a).]

Congregational Disciplinary Investigation The church’s investigation (and ultimate decision by the Session) will seek resolution within the church community. The church may conduct a disciplinary investigation only if a person remains a member/active participant at the Church of Reconciliation. If at any point in the proceedings the accused presents a letter of resignation from the church, the jurisdiction of the Session ends. The Session will then record that the case was closed and the task of the Response Team called to investigate it was completed. The closing of the case within the church will not preclude our participation in the investigation by law enforcement officials.

Reporting Procedures If the Pastor, Associate in Ministry, non-pastoral staff member, or volunteer is accused of abuse, we will follow these reporting procedures: 1. Staff and volunteers who become aware of any injury, abuse, or molestation connected with any ministry activity will immediately inform (verbally and with an Incident Form [Attachment E]) the Pastor or Associate in Ministry of such injury, abuse, or molestation. If the Pastor and Associate in Ministry are unavailable or are involved in the incident, the Clerk of Session should be notified instead. 2. The Pastor, Associate in Ministry, or Clerk will review the Incident Form and notify the Response Team (see explanation below). 3. The Pastor, Associate in Ministry, or Clerk who becomes aware of possible abuse or molestation of a child or youth will ensure that the parent or guardian of any minor involved (either as accuser or accused) is immediately informed of the report.

Last updated 10/4/05

5

Church of Reconciliation

Safe Place Policy

4. The Pastor, Associate in Ministry, or Clerk will see that an attorney is promptly contacted to provide a written opinion as to whether the organization should report the abuse or molestation to law enforcement authorities (i.e., in the case of abuse of a child, youth, or person with disabilities). The written opinion should be obtained within 24 hours of when the Pastor, Associate in Ministry, or Clerk first becomes aware of the abuse or molestation, and the attorney’s advice should be followed. (This seems like a different issue than #3) 5. Upon notification of law enforcement officials about the alleged abuse or molestation, the Church of Reconciliation’s insurance carrier (currently Brotherhood Mutual Insurance Company) and the Executive Presbyter of the Presbytery of New Hope must be promptly notified by the Clerk of Session. 6. Some incidents (involving mentally competent adults who are not staff) may be adequately handled through mediation and counseling on the part of the pastoral staff. Therefore, under certain circumstances, the Pastor, Associate in Ministry, or Clerk may, at the request of the accuser and at their own discretion, depart from the procedures documented here and take an informal approach to addressing such situations. However, the formal procedures described here must be followed if the accused is a staff member or if there is a minor (child or youth), elderly person, or disabled person involved; for these purposes, a minor includes any member of the Youth Group, even if they are 18 or older. In situations involving a minor, elderly person, disable person, or accused staff, under no circumstances may an informal approach be taken, and it is the responsibility of the Pastor, Associate in Ministry, or Clerk to communicate that to the reporter if the reporter balks at the formal procedures.

Investigation Procedures Once an incident has been reported to the Pastor, Associate in Ministry, or Clerk, we will follow these procedures during the investigation: 1. Although presumed innocent until proven guilty, any person who is the subject of an investigation will be suspended from their position pending the completion of the investigation. If the subject of the investigation is an employee, they will be suspended with pay. 2. In the event that the Pastor is accused of the abuse or molestation, the Presbytery of New Hope Policy and Procedure on Sexual Misconduct (available in church office) will be followed. 3. If other staff, members, or active participants are accused of the abuse or molestation, this investigation procedure will be used. 4. A Response Team (described below) will investigate the incident (according to guidelines listed below) and provide a report to Session. 5. Session will sit as an ecclesial judicial committee to try the case and determine appropriate outcomes to the situation; this process will occur separately of any law enforcement investigation or civil legal proceeding. However, Session’s jurisdiction (and this process) ends if the accused leaves the church, and then the matter must be left in the hands of the civil authorities.

Last updated 10/4/05

6

Church of Reconciliation

Safe Place Policy

Response Team In the event of a reported incident, Session will assemble a Response Team of three to five members. This Response Team will be assembled from a list of suitable candidates (see below) who have expressed a willingness to serve; this list will be maintained by Session. The composition of the Response Team should, to the extent possible, reflect the diversity of God’s creation in areas such as gender, race, age, ethnicity, sexual orientation, and marital status. The Response Team should include people with training and experience in the areas of child advocacy, abuse investigations, law, and conflict management and resolution. Relatives of the accused or accuser may not serve on the Response Team. The Response Team will investigate and report findings to Session. In the course of their investigation, the Response Team will • • • •

Confirm that appropriate civil and criminal authorities have been notified, when appropriate Acquire written reports and responses from all persons involved Interview all persons involved in the incident; however, children must be interviewed only by persons trained to interview children about potential abuse Ascertain if parties are willing to pursue alternative remedies to Judicial Action (within the church community), according to Discipline Section of Book of Order. Possible nonjudicial remedies are listed below in the Remedies section.

In the event of disciplinary action within the church community, the Response Team will serve as the prosecuting committee in the case before Session, who serves as the decision-making body. In a situation where all parties agree to Alternative Remedies, the Response Team will provide a report to Session who will facilitate this process, either on their own or through accessing community and Presbytery resources. All results and findings of the Response Team’s investigation will be reported to the Session. At the conclusion of the investigation and agreed upon remedies, all written documents will be turned over to the Clerk of Session, who will place them in the confidential records of the Church.

Remedies [Adapted from the Presbytery of New Hope Policy and Procedure on Sexual Misconduct] Any person who is found guilty of alleged abuse or molestation will be removed from their related work within the faith community. The church will consult with legal counsel for advice if termination of employment is indicated. Alternative remedies are also possible. These remedies (except for final dismissal) are not mutually exclusive, and the failure of one process may lead to another. The appropriate protection of confidentiality and guarantees of the due process rights of all persons are essential. In the context of sexual misconduct in the church, the use of an alternative process may be in the best interest of the parties and the church. Agreements that do not address all issues or meet the concerns of all parties are not in the best interest of the church. Either the complainant or the accused shall have the right to appeal the Session’s decision through the appropriate channels (i.e. Presbytery level). The results of these Last updated 10/4/05

7

Church of Reconciliation

Safe Place Policy

remedies may include, but are not limited to, church censure (to include removal from office), financial compensation, and admissions and apology. •

Nonjudicial Remedies—When allegations of sexual misconduct in the church are made, it may sometimes be appropriate to resolve the matter without recourse to judicial process, as described in the Book of Order. If such alternatives are pursued, however, it is essential that the matter be handled with full regard for the interests and rights of all affected parties. Nonjudicial dispute resolution processes are widely and successfully used in private conflicts as well as in civil and criminal cases. Religious bodies have served as valuable allies in the development of these alternatives. Alternatives to judicial process may include negotiation, mediation, arbitration, dismissal of charges or allegations. See Presbytery Document pp. 22-23 for further description of these alternatives.



Judicial Remedies—The Session has original jurisdiction in disciplinary cases involving members or active participants of the church, each having jurisdiction only over its own members and active participants. A church member or active participant who is accused of sexual misconduct away from the congregation may be prosecuted by secular authorities but may only be removed from membership by the Session of the congregation to which the member belongs. When a church member or active participant is accused of sexual misconduct, the disciplinary process is the same as that described for ministers and found in Chapter VII of the Rules of Discipline. The Response Team must make an inquiry, decide whether to make charges, and prosecute. The Session will sit as a court and try the case (Book of Order, D10.000). The person accused has a right to counsel, to present witnesses, and to crossexamine witnesses.

Civil/Criminal Investigation We will follow these procedures when dealing with law enforcement and the media: 1. All staff (pastoral and non-pastoral), active participants in the church, and parties to the incident will cooperate fully with any law enforcement or governmental agency that may be investigating allegations of injury, abuse, or molestation in connection with activities of the faith community. 2. Legal counsel will be contacted for advice and guidance as soon as possible after one of the pastors (or Clerk) receives a report of possible abuse. Decisions concerning the church’s response to the allegations will be made in accordance with such advice. 3. The Clerk of Session will be designated as the spokesperson following notice of any abuse or molestation in connection with activities of the congregation. The Clerk will be the only person to convey information concerning the situation, and the Clerk will only do so in a way that protects the confidentiality of all persons involved.

Last updated 10/4/05

8

Church of Reconciliation

Safe Place Policy

Addressing Abuse Occurring Outside of the Rec Community It is possible that a member/active participant of the Church of Reconciliation will be informed of, or witness signs of, abuse occurring outside of the Church’s jurisdiction – such as at home, school, day care, etc. In that case, the procedure for reporting will follow the legal requirements stipulated by the State of North Carolina. Members of the pastoral staff are available to assist with proper reporting procedures and care for all involved.

Last updated 10/4/05

9

Church of Reconciliation

Safe Place Policy

This page intentionally left blank

Last updated 10/4/05

10

Safe Place Policy

Attachment A

Church of Reconciliation Safe Place Covenant The Church of Reconciliation is committed to providing a safe and secure environment for all persons who participate in the ministries and activities sponsored by this community of faith. We seek to serve as a sanctuary for all who enter and a place where all people can experience the love of God through faithful relationships with others. Sexual misconduct is a violation of principles set forth in Scripture and is never permissible. Recognizing the very present reality of sexual, physical, emotional, and spiritual abuse in faith communities all over the world, we as a congregation covenant to abide by guidelines that encourage safe environments, to participate in related educational opportunities, to report all abuse that we witness or have had conveyed to us (in accordance with applicable laws and policies), and to provide support to those who are affected by such abuse – e.g. complainant, reporter, accused, and congregation. In community with New Hope Presbytery, we affirm their Policy and Procedure on Sexual Misconduct dated April 24, 2002 (available in Church Office), and agree to the guiding principles set forth in that policy: (1)

Sexual misconduct is a violation of the role of all who gather and serve within this community of faith – pastors, employees, volunteers, teachers, caregivers, church members and friends, who are called upon to exercise integrity, sensitivity, and caring in a trust relationship. The church has a covenant to act in the best interests of parishioners, clients, co-workers, children and youth, which is broken when sexual misconduct occurs.

(2)

Sexual misconduct is a misuse of authority and power that breaches Christian ethical principles by misusing a trust relationship to gain advantage over another in an abusive, exploitive, and unjust manner. If the parishioner, student, client, or employee initiates or invites sexual contact in the relationship, it is the pastor’s, counselor’s, officer’s, supervisor’s, or youth leader’s responsibility to maintain the appropriate role and avoid a romantic/sexual relationship.

(3)

Sexual misconduct takes advantage of the vulnerability of children and persons who are less powerful and therefore less able to act for their own welfare. It is antithetical to the gospel call to work as God’s servant in the struggle to bring wholeness to a broken world. It violates the mandate to protect the vulnerable from harm.

As an active participant at the Church of Reconciliation, I will work to uphold this faith community’s commitment to being a Safe Place for all who lead, participate, and benefit from the ministries of this congregation. In doing so, I will covenant to participate in related educational opportunities, abide by safe place guidelines, report abuse when required, and provide support to all who are in need.

Signature

Print Full Name

Date

Signature of Clerk of Session

Print Full Name

Date

This page intentionally left blank.

Safe Place Policy

Attachment B CHURCH OF RECONCILIATION Volunteer Information Sheet

Name ___________________________________________________ Date _______________________________ Address _____________________________________________________________________________________ Daytime phone ______________________________ Evening Phone _____________________________________ How long have you been a member of the Church of Reconciliation? _____________________________________ Occupation (if employed) _______________________________________________________________________ Employer (if applicable) ________________________________________________________________________ Current job responsibilities ______________________________________________________________________ Previous work experience _______________________________________________________________________ Previous volunteer experience ____________________________________________________________________ Special interest, hobbies and skills ________________________________________________________________ Can you make a one-year commitment to this volunteer role? ___________________________________________ Do you have a valid driver’s license? _____________________ Any restrictions? __________________________ Why would you like to volunteer as a worker with children and/or youth? ________________________________ _____________________________________________________________________________________ What qualities do you have that would help you work with children and/or youth? __________________________ ____________________________________________________________________________________________ What training (classroom and/or hands on) have you received in the care and nurture of children and youth? ____________________________________________________________________________________________ ____________________________________________________________________________________________ Would you be available for periodic volunteer training? ___ yes ___ no In caring for children, we believe it is our responsibility to seek adult staff that is able to provide healthy, safe and nurturing relationships. Please answer the following questions accordingly. Answering yes to any of the questions will not automatically disqualify a volunteer from working with children. Any special concerns can be discussed individually with the pastoral staff. Have you ever been convicted of or pled guilty to a crime, either a misdemeanor or a felony (including but not limited to drug-related charges, child abuse, and other crimes of violence, theft or motor vehicle violations, but excluding traffic violations)? ___ yes ___ no If yes, please explain __________________________________

_________________________________

Have you had an experience in your life that you feel would impede your volunteer work with children and youth? ___ yes ___ no If so, please explain, and/or indicate that you would be willing to speak to one of the ministers individually regarding this experience?

Safe Place Policy

Attachment B

References: Please list three personal references (people who are not related to you by blood or marriage) and provide a complete address and phone information for each. Name ___________________________________________________________________________________ Address _______________________________________________________________________________ Daytime phone ___________________________

Evening phone ________________________________

Relationship to applicant ________________________________________________________________________ Name ___________________________________________________________________________________ Address _______________________________________________________________________________ Daytime phone ___________________________

Evening phone ________________________________

Relationship to applicant ________________________________________________________________________ Name ___________________________________________________________________________________ Address _______________________________________________________________________________ Daytime phone ___________________________

Evening phone ________________________________

Relationship to applicant ________________________________________________________________________ I represent that each of my responses is truthful and accurate. _____________________________________________________ Signature of applicant

_________________________________ Date

Waiver and Consent I, ______________________________, hereby certify that the information I have provided on this volunteer application is true and correct. I authorize the Church of Reconciliation to verify the information I have provided on this application by contacting the references and employers I have listed, by conducting a criminal background check or by other means, including contacting others whom I have not listed. I authorize the references and employers listed in this application to give you whatever information (including opinions) they may have regarding my character and fitness for the job for which I have applied. Furthermore, I waive any rights I may have to confidentiality to the extent that it may be harmful to myself or others. I have read this waiver and the entire application, and I am fully aware of its contents. I sign this consent freely and under not duress or coercion.

_______________________ Date

_________________________________________ Signature of applicant

_______________________ Date

__________________________________________ Witness [August 2004]

Safe Place Policy

Attachment C CHURCH OF RECONCILIATION Confidential Reference

The applicant named below has applied for a volunteer position as ________________________ at the Church of Reconciliation. We ask you to take a few moments to complete and return this form in the envelope provided. Name of applicant _____________________________________________________________________ Your name _____________________________________________________________________ Your address ___________________________________________________________________ Your phone (daytime) _________________________ (evening) _______________________________ Your relationship to applicant ____________________________________________________________ How long have you know the applicant? ____________________________________________________ In what capacity do you know the applicant? ________________________________________________ How would you describe the applicant’s ability to work with children/youth? ______________________ ___________________________________________________________________________________ How would you describe the applicant’s ability to relate to adults? ______________________________ ____________________________________________________________________________________ How would you describe the applicant’s leadership abilities? ___________________________________ ____________________________________________________________________________________ How would you feel about having the applicant as a volunteer working with children? _______________ ____________________________________________________________________________________ Do you know of any characteristics that would negatively affect the applicant’s ability to work with children/youth? ______________ If so, please describe. _____________________________________________________________________________________ Do you have any knowledge that the applicant has ever been convicted of a crime (other than traffic violations)? ____ yes ____ no If yes, please describe ___________________________________________________________________ Please share any other comments you would like to make on the back of the form.

_____________________________________________ Your signature

____________________________________ Date [September 2005]

This page intentionally left blank.

Safe Place Policy

Attachment D Church of Reconciliation Safe Place Guidelines for Sunday School Teachers/Youth Leaders

“Two Adult” Rule for Volunteers. • Two adult volunteers should be present in classroom, childcare, and youth group activities. • On out of town trips for the youth group, there should be at least two male and two female leaders. When this is not possible, at least one advisor of each gender should attend. • When transporting youth on official youth activities, there should be two adults per vehicle. If that is not possible, there must be at least two youth in the vehicle with the adult; under no circumstances may only one adult and one youth travel in a vehicle. • When youth leaders drive youth to and from youth group, parents will sign a consent form for transporting the youth directly to and from youth group. Six Month Rule. New participants in the life of the church should have been active participants of the congregation for at least six months before being asked to participate as volunteers who work primarily with children or youth. If this is not possible, any such new member volunteer will be paired with a well known, experienced member or active participant of the church. Adult to Child Ratios. We will try to maintain the following adult to child ratios: • Children under 2 years: 1 adult to 3 children • Children 2 year and older: 1 adult to 6 children. Minimum Age for Volunteers Working with Children and Youth • Children – At least one adult over the age of 18 should be providing childcare. However, youth are encouraged to assist these adults in childcare activities. If two responsible youth are willing and able to provide childcare during a special event and no one over the age of 18 is available to participate, an adult contact person who can be contacted in an emergency should be identified onsite. • Youth – While it is likely that some of our youth leaders will be college students, the majority of the youth leaders should be at least 5 years older than the oldest youth present (i.e., at least 23 years old). Childcare Sign-in. Parents should sign in their children when bringing them to childcare, ensuring that any special dietary needs or other pertinent information is listed, including where they can be located onsite – especially during special events with outside childcare providers. There is a 2-way radio system available in the Associate in Ministry’s office to facilitate communication during special events between the childcare room and the event location. Reporting Oversight or Violation of These Guidelines •

To maintain the safety of our church environment, members and participants are encouraged to notify the Pastor or Associate in Ministry of any incident in which these Safe Place safety guidelines are not being followed.



The Pastor or Associate in Ministry will review the incident with the persons involved to ensure compliance in the future. If additional training or resources are necessary for the guidelines to be followed, the Pastor or Associate in Ministry will review those as well.

This page intentionally left blank.

Safe Place Policy

Attachment E

Church of Reconciliation Safe Place Policy Incident Report Form (Please print all information clearly) Date of Incident ___________________________________ Name of individual involved _____________________________________________________________ (A separate form should be completed for each individual involved in order to keep the information confidential)

Address of individual ___________________________________________________________________ Phone number of individual ____________________________________ Name of parent/guardian ________________________________________________________________ Name of person(s) who witnessed the incident Name __________________________________________ Phone _______________________________ Name __________________________________________ Phone _______________________________ Name __________________________________________ Phone _______________________________ Please describe the incident as seen/heard and actions taken: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ Any additional relevant information, please document: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ ________________________________________________ Signature of person completing this form

_______________________________ Date

Upon completion of this form, you should immediately contact the Pastor, Associate in Ministry, or Clerk of Session to report the incident, if you have not done so already.

This page intentionally left blank.

Life Enjoy

" Life is not a problem to be solved but a reality to be experienced! "

Get in touch

Social

© Copyright 2013 - 2019 DOKUMENTIX.COM - All rights reserved.