Youth Sexual Abuse Prevention Policy

The Ekklesia Project NFP
Youth Sexual Abuse Prevention Policy & Procedures
(adopted 6/17/15)

The Ekklesia Project NFP considers the safety and well being of youth who attend our programs a top priority. We prohibit abuse and strive to proactively address reports of this type of conduct, even if it means that someone will be embarrassed or upset. We want to hear about problems or concerns, and we will strive to act on them in a fair way in accordance with our policies.

This organization prohibits and does not tolerate sexual abuse during any organizational activity. The organization provides procedures for employees, volunteers, family members, board members, endorsers, victims of sexual abuse, or others to report sexual abuse and disciplinary penalties for those who commit such acts. No person affiliated with this organization has the authority to commit or allow sexual abuse.

Sexual abuse is inappropriate sexual contact of criminal nature or interaction for gratification of the adult who is a caregiver and responsible for the child’s care. Sexual abuse includes sexual molestation, sexual assault, sexual exploitation, or sexual injury, but does not include sexual harassment. Any incidents of sexual abuse reasonably believed to have occurred will be reportable to appropriate law enforcement agencies and regulatory agencies.

We will report suspected abuse to the proper law enforcement agencies.

Physical and behavioral evidence or signs that someone is being sexually abused are listed below:

Physical Evidence of Abuse:

Difficulty walking

Torn, stained or bloody underwear

Pain or itching in genital area

Bruises or bleeding of the external genitalia

Sexually transmitted diseases

Behavior signs of sexual abuse:

Reluctance to be left alone with a particular person

Wearing lots of clothing, especially in bed

Fear of touch

Nightmares or fear of night

Apprehension when sex is brought up

Policy and Procedures: The Ekklesia Project NFP has adopted the following Policy and Procedures in an effort to provide a safe environment for our employees, volunteers, endorsers, youth, and their families.

1) The Employee/Volunteer Recruitment process shall include the following:

a) Volunteer Application – Every employee and volunteer working with youth must complete our organization’s written application that sets forth appropriate background information, requires disclosure of any prior claims or allegations of sexual abuse or other inappropriate conduct, and provide the names of at least two individuals as references.

b) Screening – A designated representative(s) of the organization will interview each prospective employee/volunteer.

c) Background Check – All current and potential employee/volunteers will be subject to a background check, including appropriate inquiries regarding any previous record of sexual abuse or other unlawful activity. This background check will be updated at least every five (5) years for each employee/volunteer.

2) An Abuse Prevention Orientation shall be conducted annually. A Board Member will review this policy with employees, volunteers and parents each year.

3) Prohibited Behavior

a) Use of degrading language or behavior. Employees and volunteers are also responsible for stopping disrespectful behavior between youth at the organization, including sexual harassment.

b) Threatening or intentionally inflicting physical injury upon anyone, especially a minor. Employees/volunteers are also responsible for stopping threatening behavior by youth.

c) Committing any sexual offense against a minor, or engaging in any sexual contact with a minor.

d) Making any sexual advance, or engaging in other verbal or physical conduct of a sexual nature with a minor.

e) Non-related one-adult/one-child interaction except in an emergency where following this policy would be dangerous to the child. In an emergency situation, the employee or volunteer must contact a representative of the organization to inform him or her of this contact and the reason for it. If a child is receiving individual instruction or working with an employee/volunteer, this activity must be in a public setting rather than behind closed doors.

4) Reporting of Suspected Child Sexual Abuse

a) A member of the Board of Directors or other official representative will be designated to receive reports of sexual abuse or other inappropriate conduct. This representative will promptly notify the proper law enforcement agencies.

b) All employees, volunteers, endorsers, parents and program participants are directed to report any incident of abuse or suspected abuse that they witness or that is reported to them to the designated representative of the Board of Directors. Note: This does not preclude individuals from reporting abuse or suspected abuse to the proper law enforcement authorities.

c) The designated representative will keep other Board members fully informed.

d) Should a suspected incidence of abuse be reported, the employee/volunteer in question will be temporarily suspended from duties while an investigation takes place.

e) The Board of Directors, when appropriate, shall communicate reports of child sexual abuse to the organization. The confidentiality of any who makes such a report will be protected.