Child Protection Workshop

1. Child Protection Workshop Presented By: Roger Wingfield Vice President Brokerforce Insurance Inc.

2. OfSnakesDoves&Millstones Reducing the Risk of Child Abuse in Church Ministries

3. Be “as wise” as serpents……………Matt 10:16

4. Eyesight Snake vision is remarkable. Generally, vision is best in arboreal snakes and worst in burrowing snakes. Snakes can detect movement. Some snakes, such the Asian vine snake, have binocular vision, with both eyes capable of focusing on the same point. Most snakes focus by moving the lens back and forth in relation to the retina, while in all other vertebrates, the lens is stretched. Smell Snakes use smell to track their prey. It smells by using its forked tongue to collect airborne particles then passing them to the Jacobson's organ or the Vomeronasal organ in the mouth for examination. The fork in the tongue gives the snake a sort of directional sense of smell and taste simultaneously. The snake keeps its tongue constantly in motion, (some at 60times per minute) sampling particles from the air, ground, and water analyzing the chemicals found and determining humidity, temperature and the presence of prey or predators in its local environment. Vibration sensitivity The part of the body which is in direct contact with the surface of the ground is very sensitive to vibration, thus a snake is able to sense other animals approaching through detecting faint vibrations in the air and on the ground. Infrared sensitivity Pit vipers, pythons, and some boas have infrared-sensitive receptors in deep grooves between the nostril and eye, although some have labial pits on their upper lip just below the nostrils (common in pythons) which allow them to "see" the radiated heat. Infrared sensitivity helps snakes locate nearby prey, especially warm-blooded mammals. Snakes are cold-blooded and require source heat to assist in digestion of food Snakes are guardian by nature

5. ……..and as harmless as doves

6. The Mourning Dove is a medium-sized, slender dove approximately 31 cm(12 in) in length. Mourning Doves weigh an average of 4 to 6 ounces. The elliptical wings are broad, and the head is rounded. Its tail is long and tapered ("macroura" comes from the Greek words for "large" and "tail“). Mourning Doves have perching feet, with three toes forward and one reversed. The legs are short and reddish colored. The beak is short and dark, usually a brown-black hue. Doves feed on seeds, fruit and plants Habitats include various open and semi-open environments, including agricultural and urban areas. The species has adapted well to areas altered by humans. The bird is abundant, with an estimated population of 130 million birds. In many areas, the Mourning Dove is hunted as a game bird for both sport and its meat. Its plaintive woo-oo-oo-oo call is common throughout its range, as is the whistling of its wings as it takes flight. The species is a strong flier, capable of speeds up to 88 km/h (55 mph).

8. Matthew 10: 1 “And when he had called unto him his twelve disciples, he gave them power against unclean spirits, to cast them out and to heal all manner of sickness and all manner of disease.”

9. Matthew 18: 1-14 Verse 6: (also Luke 17: 2) But whoso shall offend one of these little ones which believe in me, it were better for him that a millstone where hanged about his neck, and that he were drowned in the depth of the sea.

10. Mark 9: 35-42 Verse 36 & 37: And he took a child, and set him in the midst of them; and when he had taken him in his arms, he said unto them, Whosoever shall receive one of such children in my name receiveth me;…

12. REDUCE THE RISK Making Your Church Safe from Child Sexual Abuse When the term “employee” is used it is interchangeable with the term “volunteer”

13. Items to be covered Definition Facts/Statistics Comments Preventive Measures & Issues Psychological Effects Signs of Abuse

14. Items to be covered Spiritual Crisis Reducing the Risk Screening Process Knowledge Inventory 8 Reasons why Churches get sued Assessment Checklist for ALL

15. Definition of Sexual Harassment Is the unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature Includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser

16. 1 GIRL in 4 is sexually abused before the age of 18 • 15% of sexual assault victims are boys under 16 • Thousands die from the effects of sexual abuse • The report by the Canadian Committee on Sexual Offences Against Children and Youths indicates:53% of women and • 31% of men • were sexually abused when they were children

17. Facts In the USA up to the end of 1992, the estimated cases of child sexual abuse was 80,000/year The number of unreported cases is by far, much greater

18. Statistics - USA • 1987 of 40% of female federal employees reported incidents of sexual harassment • 4,000 cases are reported daily • 1997 the EEOC received 15,889 complaints • Up from 6,883 in 1991 (230% increase)

19. Thompson’s News Report • Feb. 2,1998 copy • There is the expectation that even in Canada the revelation of abuse cases will increase significantly as a result of the Maple Leaf Gardens sexual abuse scandal of 1997

20. Insurance industry was told by William Blakeney that sexual abuse litigation is a “growth industry” for lawyers and that the number of victims that have been affected by sexual abuse is “staggering”

21. Lynn Oldfield of American Insurance Group • “The key to preventative measures is the hiring practice” • Documentyour procedures • Screening • Documented interviews • Reference checks • Police record checks • Probationary period

22. Employer Responsibility • Failure to take the appropriate investigative action may make the employer fully liable for all actions of the employee & be held accountable for such actions of the employee and the inaction of proper investigation by the employer

23. Easiest form of harassment Involves the absolute abuse of power and authority Courts hold employers strictly liablefor the acts of the supervisory employee

24. Employers LiabilitySupervisory Staff • Can be held accountable for supervisory employees actions due to the master-servant relationship • Strictly liable

25. Non Supervisory Staff If the employer had a knowledge or a constructive knowledge and failed to investigate and remedy the situation, the courts may and will rule against the employer

26. Non Employees The employer may also be held liable by the acts of the employer’s independent contracts and other non-employees, including volunteers, in which the employer had knowledge and failed to remedy the situation

27. Teachers Unfortunate part is the accusers may be minors and protected by law so that the accused can not sue the minor Often found in cases involving teachers and students (Sunday School teachers!) Many careers and lives are at stake if action is not taken

28. Preventive Measures

29. Develop a Sexual Harassment Policy Prevention is the best cure Written policy must be integrated into the organization’s culture, values and ethics Proper communication and education of all existing staff and ALL new employees/volunteers is critical

30. Policy Should Contain Clearly state that any type of harassment including sexual harassment will not be tolerated

31. Policy needs to contain a detailed explanation as to the disciplinary sanctions/actions that may occur should a violation of the harassment policy occur Such disciplinary action may include discharge of employment

32. Personal Financial Liability Advise employees there is a tremendous risk of personal financial liabilityfor offenders, especially if they are repeat offenders

33. Policy Manual • Contain a detailed straightforward process for dealing with concerns or complaints of harassment • Employees/volunteers should be encouraged to report any incident of harassment

34. Assurances Will be given that the matter will be investigated quickly with sensitivity and discretion with no fear of reprisals or retaliation

35. Communication Should be at regular intervals and be held in different forms

36. Examples • New Employees/Volunteers • Provide an explanation of the policy

37. Special Training Sessions • For all employees to deal with harassment issues • Review of legal, financial and emotional consequences should be included

38. Management Conferences Make it a part of management (deacons & elders) conferences, association conferences & annual business meetings

39. Solicit Active Participation Employees to evaluate and make recommendations for improvement with proper referral process to upper management on any changes suggested

40. Lead By Example Instill in all employees the care that is required to implement and maintain this as part of the organizations mandate to provide a good workplace/worship area

41. Lead By Example If Management does not follow the guidelines then the employees & volunteers, will know that management does not care and they will treat the harassment policy with disgust

42. Investigate All Allegations Promptly, thoroughly and confidentially Management will be noticed and recorded by employees Attention that is given by management will also impact any exposure the organization has especially if they do not take action

43. LEGAL ISSUES The Child and Family Services Act(CFSA) in Ontario represents what society perceives as abuse/molestation of children Organizations involved with children must adhere to this same lawand apply the same guidelines to the handling of the children under their care and custody

44. CFSA Addresses - Physical harm Sexual molestation or exploitation Failure or refusal to provide proper medical treatment for physical harm or suffering

45. CFSA Addresses - Emotional harm Failure or refusal to provide treatment for a child suffering from a mental, emotional or development condition which could impair a child’s future development

46. Each province has a similar Act • They all state similar guidelines: • 1 that the care-worker(s) is (are) accountable and responsible for reporting any abuse cases • 2 Failure to report this information to the “Society” and/or police is a punishable offense

47. Ontario Section 72 (2) The fine is up to $1,000 and/or imprisonment for up to one (1) year If the courts find the penalty is not enough for the individual, the court may impose a penalty against the deacons, elders, pastors, trustees or other employees/volunteers or workers of the church

48. CFSA - note • In Ontario, the • Person who initially suspects an act of abuse is primarily and ultimately responsible for reporting the matter to the authorities

49. Document All Investigation Procedures that occur as a result of an allegation Protect all employees involved in the process All documents may have to be made available for any civil or criminal court case

50. Investigation Process After this has been completed the employer should meet with the alleged harassed employee and the alleged harasser Explain the process Communicate the findings Offer counseling Clearly state the disciplinary action to be made