Child Sexual Abuse Prevention Forum
Sexual abuse and molestation guidance
Sexual misconduct can have psychological , emotional and physical effects on victims and their families . However , the damage doesn ’ t stop there .
Just one incident of sexual misconduct can destroy the trust , credibility and reputation of an organization and the organization ’ s leaders for years .
Adding further pain to an incident of sexual misconduct are the legal costs of a lawsuit , which can ruin both individuals and organizations financially .
references should be checked and verified . While personal references can be helpful , references from organizations where the applicant has worked with children or vulnerable individuals in the past are particularly important . If possible , ask the references about any previous experience working with vulnerable populations . Remember that you ’ re not only looking for whether or not this individual can do the essential job functions ; you are also determining if this applicant is suited to work with the people you serve . Even if you don ’ t receive information other than the dates of employment , document your contact with each reference .
Criminal background check — After securing the proper permissions , check the National Sex Offender Registry and criminal history for any county in which an applicant has lived for the previous seven years , regardless of position , and for multiple categories of volunteers , including :
• Those who will be involved in a school / preschool / daycare center
• Those who will be in involved in activities with children or vulnerable individuals
• Those counseling children or vulnerable individuals
• Those involved in one-on-one mentoring of children or vulnerable individuals
• Any individual who will have one-on-one contact with children including drivers and coaches
To help you create a safe environment , our risk management team has compiled information using nearly 50 years of safety inspections and claims service from thousands of organizations across the country . We have distilled this experience on our Sexual Misconduct
and Abuse Prevention resource page at www . GuideOne . com / SexualMisconduct . Here you ’ ll find helpful articles , checklists and sample policy information . One key way to prevent sexual misconduct is by thoroughly screening the backgrounds of potential employees and volunteers . Screening helps you determine whether the employee or volunteer has the ability to perform the essential requirements of the job tasks . Screening might also help determine the intentions of the volunteer or employee . Experience demonstrates that legitimate workers will not be offended , and the process often scares off those individuals who intend to do harm . As part of a comprehensive program to prevent abuse and molestation , organizations should require the following :
Written application — All persons seeking to work with children should complete and sign a written application . The application should request basic information from the applicant and inquire into previous experience with children , previous affiliation with organizations , reference and employment information , and disclosure of any previous criminal convictions . Part of the goal of these questions is to elicit a response that makes it clear to applicants that your organization is serious about protecting the welfare of children and vulnerable individuals . The application form should be kept confidential and on file indefinitely .
Personal interview — Upon completion of the application , you should schedule a face-to-face interview with the applicant to discuss his or her suitability for the position . The interview ’ s goal is to discern the applicant ’ s interest in working with children and to find out about the applicant ’ s previous experience serving children .
Reference checks — Before an applicant is permitted to work with children or vulnerable individuals , at least two of the applicant ’ s
Individuals with a history that includes any victimization crime should be excluded from contact with minors and vulnerable adults . Each state has a list of offenses which disqualify an individual from working with minors . This is a minimum standard to use when reviewing applicants . Be especially aware of crimes where an individual may plead down . For example , sexual assault of a minor can be reduced to misdemeanor assault as part of a plea bargain . In cases like this , get a copy of the arrest report which documents exactly what evidence was used that caused them to charge the individual . As plausible as it might seem , do not accept the applicant ’ s word or explanation for what might have happened . GuideOne Insurance ’ s policyholders have access to discounted background checks through our program partners . Visit
www . GuideOne . com / HRServices for details .
While sexual misconduct issues are continuing to make headlines , we at GuideOne believe that you can make a difference at your organization by skillfully screening potential employees and volunteers .
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