DFMC Abuse Prevention Policy
The Full Document in PDF Version is available by contacting the office through email: dfmc@rogers.com
Chapter 1 – Understanding the Need
The Spiritual & Moral Responsibility of Dunnville Free Methodist Church
Everyone who teaches, helps or cares for children, youth or vulnerable individuals at Dunnville Free Methodist Church (DFMC)* is required to follow the guidelines and procedures as defined in this document. The Dunnville Free Methodist Church has reviewed and adopted them as official policy.
These policies are therefore set forth to provide a safe and nurturing environment in which we can bring individuals to the Savior. We view ourselves as partners with parents and caregivers, seeking to provide quality care and instruction in our church ministry. All of our policies are designed to protect and promote growth in God for each person involved.
Reducing the Risk
DFMC* has a mandate to minister to individuals, families, adults, youth and children. In that context, DFMC* stresses the sanctity of human life and the importance and worth of each individual as a child of God. We feel compelled to establish guidelines for the prevention of any abuse.
In making sure DFMC* is a safer place, we will be:
Safeguarding preschoolers, children, youth and vulnerable individuals on our grounds from abuse.
Protecting the DFMC* staff and volunteer workers from potential allegations of sexual abuse.
Limiting the extent of legal risk and liability due to any verbal abuse, physical abuse, and or sexual abuse and or harassment.
Ensuring a respectful work environment in which all employees & volunteers will be made to feel that they are equal in dignity and a workplace free of harassment and discrimination.
Chapter 2 – Understanding Abuse
Abuse is defined as follows:
It can be physical, emotional, neglect, sexual or verbal
All abuse involves the misuse of power
Misuse of power takes place when people take advantage of the authority or power they have over vulnerable people
Vulnerable people include adults with physical, emotional or mental disabilities and all children. (Note: Children are considered between 0 to 18 years.)
Types of abuse and neglect for children
Physical Abuse may consist of just one incident or it may happen repeatedly. It may involve hitting, shaking, throwing, poisioning, burning or scalding, drowining, suffocating, or otherwise causing physical harm to a child or young person including deliberately causing ill health to a child or young person.
Emotional abuse involves harming a child’s sense of self. It includes acts (or omissions) that result in, or place a child at risk of, serious behavioural, cognitive, emotional or mental health problems. For example: emotional abuse may include verbal threats, social isolation, intimidation, exploitation, or routinely making unreasonable demands. It also includes terrorizing a child, or exposing them to family violence. Some level of emotional abuse is present in all forms of abuse.
Neglect is the persistent failure to meet a child’s or young person’s basic needs for his or her physical or emotional development and well being such as failing to provide adequate food, shelter and clothing, or not being responsive to a child’s or young person’s basic emotional needs.
Sexual abuse involves forcing or enticing a child or young person to take part in sexual activities, whether or not the child or young person is aware of what is happeneing. The activities may involve physical contact, including penetrative or non-penetrative acts. This may also include involving children and vulnerable adults in prostution or ponography.
Types of abuse and neglect for vulnerable adults
Neglect is failure or refusal to meet the needs of a person unable to meet those needs him/herself. The two forms of neglect are:
Active Neglect is intentional or delibrate withholding of basic necessities and/or care for physical or mental health. Basic necessities include clothing, food, water, shelter, heat, medical treatment, medications, and needed aids or equipment.
Passive Neglect is not providing basic necessities and care, with no conscious attempt to inflict distress. Examples of passive neglect include denial of service because of a lack of experience, information or ability, a lack of daily personal hygiene, and abandonment.
Abuse is any inappropriate action that causes, or is likely to cause, the person physical or psychological harm, financial or material loss. Abuse can be manifested in several forms, including physical, sexual, psychological, financial, material. Different types of abuse can occur in isolation or together. There are several specific types of abuse,
Physical Abuse Any act of violence or rough treatment, wheather or not physical injuy results. Examples of physical abuse include: rough handling, slapping, pinching, pushing, shoving, beating, twisting, shaking, burning, forced feeding, restriction of movement.
Sexual Abuse is any act sexual behaviour directed toward a vulnerable adult without his or her full knowledge and informed consent. It includes sexual harassment, sexual assult, or any act designed to harm the adult for the abuser’s sexual gratification. Sexual abuse also includes taking advantage of the vulnerability of a person to engage in sexual behaviour, with or without the person’s consent.
Psychological, verbal or emotional abuse is behaviour leading to dibilitating emotional stress or mental anguish. It incudes excessive, aggressive or unreasonable demands on a person. It can also include degrading, isolating, rejecting, constant, criticism, belittling, name calling, silent treatment, social isolation, denial or privacy, denying participation in discussions reguarding his/her own life, and instilling fear through intimidation and threats.
Financial Abuse is improperly or illegally taking/keeping the person’s money or other valuable possessions. Some examples include: misrepresenting what the person is signing, forcing a person to sell property, stealing a person’s money, pension cheques or possessions, obtaining goods or power by fraud, forgery and extortion, wrongful use of power or attorney, not paying the person’s bills, not making “comfort money” available.
Medical Abuse is any medical procedure or treatment that is done without the permission of the older person, or the person's legally recognized proxy. It also refers to actions that are not within accepted medical practice. Medical abuse includes using medication, prescriptions or treatments without the person's consent, withholding medication or over the counter medication (use of chemical restraints), forcing treatment, refusing to let the person see his or her own physician, using treatments beyond or without a physicians orders, using unnecessary medical treatments.
Violation of Rights is deninal of an adult’s basic rights according to the Canadian Charter of Rights and Freedoms, the United Nations Declaration of Human Rights, the United Nations Declaration on the Rights of Disabled Persons, (1975) and United Nations Principles for Older Persons. Examples include withholding information, denying privacy, visitors, worship, restricting liberty, confining a person in a hospital or institution, censoring mail, not informing the person of his/her rights.
Symptoms of Abuse and Molestation
Church workers and staff should be alert to the physical signs of abuse and molestation, as well as to behavioral and verbal signs that a victim may exhibit. A one-time event would not necessarily constitute a potential abuse case; sudden unexplained changes, would warrant investigation. Some of the more common signs are summarized below:
Physical signs may include:
Lacerations and bruises
Nightmares
Irritation, pain or injury to the genital area
Difficulty with urination
Discomfort when sitting
Torn or bloody underclothing
Sexually Transmitted Infections
Poor personal hygiene
Behavioral signs may include:
Nervous or hostile behavior toward adults
Sexual self-consciousness
‘Acting out’ sexual behavior
Withdrawal from activities and friends
Anxiety when approaching an area where abuse may have occurred
Verbal signs may include the following statements:
I don’t like (names a particular person)
(Particular person) does things to me when we are alone
I don’t like to be alone with (particular person)
Hyper-sexualized speech and knowledge
Chapter 3 – Child Protection Procedures
Terminology
A child or young person according to Ontario law, is someone under the age of 15 years of age or someone up to 18 years of age if under the care of the Children’s Aid Society. As of January 1, 2018, young people ages 16 and 17 may also be deemed in need of protection and accordingly, suspicions of abuse of young people 16 and 17 years of age may be reported to a child protection agency.
A vulnerable adult is a person aged 18 years or older who may be unable to take care of him/herself or unable to protect him/herself against significant harm or exploitation.
A child in need of protection as defined by the Child, Family and Community Services is any child or young person who has been placed at risk through something a person has done to them or something a person is failing to do for them. This includes any form of physical harm, emotional deprivation, sexual mistreatment or neglect which can result in injury or psychological damage to a child.
Child Security
All ministry leaders working with preschoolers, children, youth or vulnerable individuals must wear a name tags.
Contact and registration information will be confidentially maintained.
Parents of pre-school aged children must provide in writing any special needs of their child (i.e. medical, behavioral).
Programs for children up to and including senior kindergarten must provide a sign-in/sign-out sheet. An accurate sign-in/sign-out procedure includes each child’s name, parent’s name and parent’s contact information during the period of time. Space is provided for parents to list any special needs. These children will not be received into the classroom until properly signed in. A child will be release to a parent or representative only on the basis of a signature.
Children are never to be dropped off in the nursery or classroom without a teacher/caregiver present. The door must be unlocked. Doors are to be supervised so that children are not able to exit alone.
Parents are not to enter the nursery or classroom when picking up their child unless requested to do so. This better enables the child-care staff to maintain order and provide the level of security that parents would expect.
Washroom Guidelines
Parents are to be encouraged to take their children to visit the washroom prior to each class or service. This recommendation is to be communicated to parents at the registration for the program and throughout the program time for newcomers.
Nursery Children:
Staff in the nursery will not be expected to change diapers. In the event that this becomes necessary, the following rules will apply:
Diaper changing must always take place in such a way that another nursery worker can easily see the child that is being changed, as well as the other children and workers in the room.
Junior Helpers must be 16 years of age or older, with appropriate training before being permitted to change infant diapers.
Pre-school Children:
For pre-school children, two adults will escort a group of children to the washroom. Where we do not have two adults available to take children to the washroom, safety monitors will be appointed to assist with washroom and security duties.
If just one child must go to the washroom, the adult volunteer should escort the child to the washroom and prop the outside door open. The volunteer should then remain outside the washroom door and wait for the child before escorting him/her back to the classroom. The volunteer should call the child’s name if they are taking longer than seems necessary.
Never be alone with a child in an unsupervised washroom and never go into a washroom cubicle with a child and shut the door.
When preschool children need assistance in the washroom, an adult may enter the washroom cubicle to assist only when a second adult is within visual contact. If this is not possible inform another adult when taking a child to the washroom and when returning.
Grades 1 – 6 & Youth:
A child seven years of age and younger should not be sent to the washroom alone, but accompanied by an adult volunteer worker.
For children seven years of age and under, the adult volunteer should escort the child to the washroom, and prop the door open to make sure that everything is in order. The volunteer should remain outside the washroom building or room and wait for the child before escorting him/her back to the classroom.
The volunteer should call the child’s name if they are taking longer than seems necessary.
Never go into a washroom cubicle with a child/youth and shut the door.
Health & Safety Guidelines
Sick Children
A child who is ill and could therefore expose other children and workers to illness should not be received into the nursery or program. Some signs of illness are unusual fatigue or irritability, coughing, sneezing, runny nose and eyes, fever, vomiting diarrhea, inflamed mouth and throat. Any child with a known communicable disease should not be received into the nursery or a program. The guardian should be notified immediately.
Emergencies
DFMC* workers are not to give or apply any medication unless you have training and express written permission from parent/guardian. Medication, such as inhaler or EpiPen, will be selfcarried or on a trained and trusted leader.
Procedures for Dealing with Cuts or Injuries Involving Blood
Separate the injured child from the others. Isolate the area where any blood may have dropped on carpet, toys, etc. Apply first aid measures and send someone to locate the guardian.
If other children have had contact with any of the blood from the cut or injury, their parents/guardians should be informed.
Put on disposable gloves, available in the first aid kit, and bandage the injury, avoiding contact with mouth, ears and eyes.
Carefully wipe up all blood and bloody bandages, double bag them and remove to a secure inaccessible waste removal receptacle. Any blood on the floor or toys must be washed away using a solution of one part bleach to ten parts water.
Remove and properly dispose of disposable gloves, by double bagging them and putting in an inaccessible waste receptacle.
Wash carefully with liquid soap.
Cleanliness
Sanitize the child care areas weekly. Regularly clean all surfaces toys, tables, trays, bedding, bibs and doors. Place used toys in a bin marked for washing and clean them each week.
Program Staffing & Supervision Guidelines
Two Leaders
As a general rule there is to be a minimum of two leaders in any room with children, except in the event of an emergency situation. Smaller groups could use high school students or have parents help out on a rotational basis. A temporary alternative to the two adult guideline is the open door policy, or a door with a window in it, with the DFMC* Board being aware of the situation.
Open Doors
When it is necessary that only one adult leader be in a closed room with children, the door of that room should remain open, or the door should have a clear window in it. The Safety Monitor should look in occasionally without interrupting the teaching process.
Age Expectation
It is important to have at least one volunteer who is 18 years of age or older. In some cases where volunteers are related to each other a third volunteer must be present in the room. Volunteers between the ages of 12 and 18 may assist in supervising a group of children. When these younger volunteers are used, the open door policy is to be enforced, or the door with a clear window in it.
Family Protection
Family ministry teams work well together as a method of staffing. However, for the protection of the family unit, we recommend the presence of at least one other volunteer not related to the family, or the open door policy or the door with a clear window must be followed.
Proper Display of Affection
Touch is an essential responsibility in nurturing lives. Volunteers need to be aware of, and sensitive to, differences in sexual development, cultural differences, family backgrounds, individual personalities, and special needs. Physical contact with children should be age and developmentally appropriate. The following guidelines are recommended as pure, genuine and positive displays of God’s love:
Appropriate Touch
Love and caring can be expressed in the following appropriate ways by:
Bending down to the child’s eye level and speaking kindly, listening to him/her carefully.
Taking a child’s hand and leading him/her to an activity.
Putting an arm around the shoulder of a child who needs quieting or comforting.
Patting a child on the hand, shoulder or back to affirm him/her.
Holding a preschool child who is crying.
Inappropriate Touch
You must avoid:
Kissing a child inappropriately, coaxing a child to kiss you, extended hugging and tickling.
Touching a child in any area that could make them feel uncomfortable. Except when assisting a child with toileting as outlined previously.
Carrying a child over the age of 5 or having them seated on your lap.
Special Events & Overnight Policies
Note: In programs and camps where the participants are co-ed, there should be co-ed leaders.
Field Trips & Special Events
Parents/Guardians must be notified prior to the outing.
Proper written consent and medical release forms are required for each child participating in the field trip. (See Appendix 2)
All trips and outings must be supervised by a minimum of two approved unrelated adult leaders.
When the transporting of children is involved in an activity, all drivers must have a valid “G: driver’s license and current automobile insurance in accordance with the current Highway Traffic Act. The number of persons per car must never exceed the number of seat belts. (See Appendix 6).
Overnight Programs
Proper written consent and medical release forms are required for each child participating in Dunnville Free Methodist Church’s overnight programs.
All overnight excursions should have a minimum ratio of one leader for every seven children. There should be a minimum of two leaders at all times. When only two leaders are required, they should be unrelated. Each leader should have an assigned group of children for whom they will be responsible during the overnight camp. All supervising adults must be approved volunteers.
Photos & Social Networking Policy
DFMC* recognizes that social networking and the social network media are one of the most common forms of communication for society today. We appreciate that this form of communication is risky at best due to the inability to properly monitor or manage it.
Before any pictures taken of DFMC* functions can be posted on the church website, bulletin board, through any media presentation or on any social network site that is used by DFMC* must have:
Verbal approval from adults over the age of 18
Written and parental/guardian approval if the child is under the age of 18 or is a vulnerable person. (see Appendix 2)
Chapter 4 – Facility & Equipment Requirements
Windows
Doors with windows provide for easy viewing and sight lines through these windows should remain unobstructed at all times.
Nursery Facilities
Change tables should be in full view
Sleeping rooms should have windows on the door
There should be no baseboard heaters.
Electrical outlets must be covered or out of reach of children
Cribs and toys must meet safety standards.
Emergency Exits
All leaders need to be familiar with the emergency exit plan
Procedures should be reviewed annually for fire emergencies
An emergency exit plan with maps and procedures should be visible in all public buildings
First Aid Supplies/Training
A first-aid box must be kept on hand and all workers are to view the location and contents regularly
A review of those program leaders/staff holding first-aid certificates should be made annually. There should be a certified first aid worker for every 35 children in the program.
Chapter 5 – Recruitment of Paid Staff & Volunteers
Volunteer Application Form
In cases where vulnerable individuals are to be supervised by volunteers, the Dunnville Free Methodist Church Volunteer Application Form must be submitted by the volunteer before approval is considered (see Appendix 3A, 3B & 3C). The DFMC* Volunteer Application Form is critical in protecting the church from legal action if a case of abuse occurs in which a volunteer is involved.
To protect our vulnerable individuals and for the protection of all workers, DFMC* must take reasonable action in screening and supervising the volunteers involved in work involving children, youth or vulnerable individuals. (A court can find the church legally liable if it is less than systematic and therefore negligent in screening volunteers.) By having everyone fill out these forms and keeping them on file, the church greatly reduces the potential for abuse and the resultant liability.
The church office must keep its own inventory list of its ministry leaders and the status of the application process.
Police Records Check & Vulnerable Position Screening Application
A Police Records Check (CPIC) and Vulnerable Position Screening Application (VSV) will be made for all volunteers 18 and over who apply. All paid staff will also submit to a CPIC and VSV for their own protection and for the protection of theDFMC* Church. All records will be placed in the personnel file set up for that purpose and will be considered confidential, accessible only by the DFMC* Board and kept indefinitely. The CPIC and VSV can be requested at any time, and should be updated every five years, and may require the fingerprints of anyone whose date of birth and sex is the same as a registered sex offender. The CPIC’s and VSV’s are to be sent to the church office to the attention of
the DFMC* Board. If there is no criminal record of any sort, the volunteer may be considered for ongoing service at the church. If there is a criminal record your application for volunteering will be denied.
Training
All church staff and volunteers will be equipped with training regarding child safety and child abuse prevention. Each person must sign a record indicating they have been trained or have read through the DFMC* policies and procedures; that record must be kept in the Volunteer Placement File.
Training regarding implementation of this policy as well as specific related ministry education as determined by the Dunnville Free Methodist Board will be done annually.
Approval Process
A Minimum six-month waiting period for new congregants is required for all volunteers serving vulnerable people.
All volunteers must be approved by the Dunnville Free Methodist Board.
Approved staff/volunteers will have completed a screening process which may include:
Completing a Ministry Volunteer Application Form
An interview
CPIC and VSV completed
All forms will be sealed and kept for 10 years, only to be opened in the event of a legal proceeding
If any current staff/volunteer has a criminal conviction or has plead guilty to sexual, physical abuse, emotional and neglect of children or vulnerable individuals, that individual must be sensitively relieved of any duties in working with children, youth or vulnerable individuals and asked to vacate the premises of DFMC*
What kinds of criminal convictions disqualify an individual for volunteering or working at Dunnville Free Methodist Church?
A criminal conviction for a sexual offense involving a minor would certainly disqualify an applicant. In the case of pedophilic behavior (molestation of a pre-adolescent child), such a conviction should disqualify an individual no matter how long ago it occurred. Other automatic disqualifiers would include incest, rape, assaults involving minors, murder, kidnapping, child pornography, sodomy, and physical abuse of a minor.
Other crimes would strongly indicate that a person should not be considered for work with minors or vulnerable individuals at our church. Some crimes would not be automatic disqualifiers, because they would not necessarily suggest risk to children, youth or vulnerable individuals. Some property offenses would not be included in this list, particularly if the offense occurred long ago and the individual has a long history of impeccable behavior.
If any accusation is made as specified above and a person pleads guilty or is found guilty, they must be disqualified from any further involvement with children or youth or ministries that involve vulnerable individuals at DFMC*.
Summary
All volunteer/staff applicants shall be advised in writing by the Dunnville Free Methodist Church Board if they have been accepted. If the applicant is denied, he/she can request a review of the matter with the DFMC* Board..
All approved personnel serving in a church ministry involving the supervision of children, youth or vulnerable individuals shall be under the authority and direction of the DFMC* Board and shall be monitored by these persons in accordance with the direction given by the policy.
Chapter 6 – Incident Reporting Procedures
As per The Child and Family Services Act R.S.O. 1990 as amended June 2001 and December 2011
Any person who has reasonable grounds to suspect that a child (or children) in need of protection is legally required to report the matter to the Children’s Aid Society of Haldimand/Norfolk, Grand Erie County. If you are unsure if there are grounds to report you can call and consult giving information and they will tell you if you should make a full report. Phone: 519-587-5437 (available 24/7). A person who knowingly fails to report in these circumstances is in violation of the law and may be found to have committed an offense. (Please refer to the “Understanding Child Abuse” section earlier in this document.)
Any person who has reasonable grounds to suspect that a vulnerable individual over the age of 18 is in need of protection should contact the police.
If it is deemed necessary, the DFMC* Board will ensure that the church’s legal advisor is contacted.
Abuse or neglect need not have already occurred for a child to be in need of protection; it is not necessary to wait until a child has been harmed to intervene. When abuse or neglect can be reasonably anticipated and there are reasonable grounds to believe a child is in need of protection, the legal obligation to report applies.
Historical abuse or abuse or neglect which occurred in the not very recent past, must be reported wherever there are reasonable grounds to believe that child may be in need of protection. If the alleged offender is in regular contact with a child or children irrespective of whether it is the same child or children abused in the past, there may be grounds to believe that the child or children are at risk based on the offender’s past behavior. It is particularly vital to report these cases where the alleged abuser is in a position of trust concerning children, such as a teaching position.
Discuss Suspicious Behavior Immediately
Any inappropriate conduct or relationships between adult volunteer workers and a child, a youth or a vulnerable individual must be confronted immediately and investigated. Prompt warnings must be issued when appropriate, and the situation monitored very closely. The adult worker’s services will be terminated immediately for continued violation of sufficient gravity. Ministry leaders should note when a child, youth or vulnerable individual appears aloof or withdrawn, or exhibits a marked personality change. This may indicate a problem that deserves attention.
Some conduct just deserves an initial comment. Other conduct requires reporting.
The following illustrates the Reporting Lines of Communication for any case of suspected abuse at DFMC*.
WHEN AN ALLEGATION OCCURS
The process must be implemented as soon as possible after the allegation comes to light (within one hour is advised).
Written reports must be completed within a 24 hour period following the allegation.
STEP ONE – “IDENTIFY ABUSE”
A person that has a concern for the safety of a child.
A child reporting abuse from another child.
Address any immediate needs of safety for child. Treat individual with dignity and support.
STEP TWO – “CAS REPORTING”
Children’s Aid Society of Haldimand/Norfolk, Grand Erie County is to be contacted IMMEDIATELY
CONTACT NUMBER
Oxford County CAS: 519-587-5437
(available 24 hrs/7)
STEP THREE – “ACTION”
Wait for CAS instruction and follow through with any requests CAS may make.
No discussion within the church should be made known other that there was a reported allegation in order that CAS can carry out a full investigation. See previous page.
Fill out Incident Report as found in Appendix 1
(must be filled out within 24 hours)
STEP FOUR – “DFMC* CONTACT”
The DFMC* Board will be notified that CAS was contacted but matter should not be discussed further.
At this time, the DFMC* will contact the insurance company and may seek legal counsel.
CONTACT NUMBERS
Dunnville Free Methodist Church 905-774-5111
IMPORTANT:
Do not attempt any investigation. This should be left to professionals who are familiar with these cases.
Do not prejudge the situation, but take the allegations seriously and reach out to the victim and the victim’s family. Showing care and support help to prevent further, hurt. Extend whatever resources needed. Remember that the care and safety of the victim is the first priority.
Treat the person against whom the allegations are made with dignity and support. If that person is a Dunnville Free Methodist Church volunteer/staff, that person will be relieved temporarily of his/her duties until the investigation is finished. If that person is a paid employee, arrangements should be made to suspend him/her with pay until the allegations are cleared or substantiated.
Confidentiality
In these matters it is important to keep the information confidential, therefore, all suspicions of abuse should be directed only to CAS and inform your supervisor of the situation.
Responding to the Vulnerable Individual
When the Vulnerable Individual first comes to you, be sure to take his/her word seriously. Don’t deny the problem, but stay calm and listen to the person. Give emotional support, reminding the person that he/she is not at fault. Tell the person that he/she was right in telling you about the problem. Do not promise the person you will not tell anyone.
Responding to CAS
When you receive a request for information regarding a child attending our facility, the following process should be followed at all times to assure the health and safety of the child in your care:
Ideally, any request from a child protection/social worker should be in person should carry and show you photo identification.
On the occasions where there is an urgency and the child protection social worker is unable to visit the facility and show photo identification, the protection social worker may telephone you from their office.
Report & Follow-Up
A confidential written report (see Appendix 1) with conclusions and action taken should always be made following a child abuse report. These reports should be kept in a confidential personnel file.
Response to Allegations of Abuse
Spokesperson
The DFMC* chair of the board will be the only spokesperson for the camp. She/he will speak to the media regarding the matter in a discreet, informed, truthful and diplomatic way.
Position Statement for the Spokesperson
Note: Vulnerable Individuals or other forms of abuse inserted where needed.
In an allegation of abuse, the statement below is to be used for a public response:
“It is always tragic when children are abused or exploited. Dunnville Free Methodist Church is aware of the ever growing nature of child abuse. We have taken careful precautions to protect the children entrusted to our care. We are distressed by any accusation of child abuse. We will do everything in our power to address any needs in this situation. For the welfare of those involved all information has been directed to the appropriate agencies.”
This is a clear position statement of DFMC* regarding child sexual abuse. The policies and established safeguards are included. Having a carefully prepared statement is far superior to making no comment.
Chapter 7 – Accountability
If it is proven that a Staff member, or volunteer of DFMC* has committed child abuse or has abused or taken advantage of any vulnerable individual or group, they will be imedently dismissed.
Dunnville Free Methodist Church must avoid any undue interference when a report of child abuse has been filed with the Children’s Aid Society.
Chapter 8 – Harassment, Discrimination, and Workplace Violence
Policy Statement of Principles
DFMC* is committed to providing to all our employees/volunteers a work environment which treats all individuals with dignity and respect. We are therefore committed to providing a safe and respectful work environment for all staff, volunteers and our guests. Everyone including managers, supervisors, volunteers, and employees are expected to adhere to this policy, and will be held accountable by Dunnville Free Methodist Church.
What is Harassment?
Harassment is any behaviour, whether physical, verbal, written, or otherwise, that is unwanted and unwelcome, and may offend, or humiliate, an individual. Harassment can be discrimination or abuse of various types. Often, harassment persists beyond the first incident and happens on multiple occasions.
Harassment is any type of behavior which creates an intimidating, threatening, coercive or hostile work and/or study environment. Harassment denies the dignity or respect of individuals and embarrasses or humiliates the recipient.
Harassing behaviors include: derogatory name calling, comments that are known or are reasonably known to be unwelcome, reprisals or threats of reprisals, demeaning remarks, verbal abuse, insults, threats, ridicule or belittling of an individual, display of offensive material, offensive verbal or practical jokes, offensive graffiti or insignia, physical attack consisting of hitting, spitting, punching or pulling someone’s clothing or hair, which is unwanted by the individual.
DFMC’s* goal is to maintain a friendly, cooperative and business-like environment for all of its employees, volunteers, and guests. Each and every one has the right to work free from any kind of harassment. Employees, volunteers, and guests are responsible and expected to treat each other with respect, and if and when harassment occurs to report it to the proper authority. This policy is our commitment to helping ensure that our environment is a professional and enjoyable place for everyone.
Under Ontario’s Occupational Health and Safety Act and the Canadian Human Rights Act employees/volunteers/guests who have been subjected to harassment have the right to seek a resolution. Employees/Volunteers/Guests are encouraged to report any incidents of harassment, whether they are made informal or formally. DFMC* commits to investigate all complaints to ensure that they are resolved quickly, confidentially, and fairly.
DFMC* will discipline anyone who, following a thorough investigation has been found to have harassed a person or group of people. We will discipline managers who do not act properly to end harassment. At Dunnville Free Methodist Church we will not tolerate any form of harassment.
What is Sexual Harassment?
Sexual harassment is a serious human rights issue. It can be exacerbated by discrimination on other grounds such as disability, race, religion, ethnic origin or sexual orientation.
DFMC* considers the following behavior harassment and prohibits such conduct:
Sexual Intimidation, be it explicit or implied, whereby the individual suffers a tangible consequence for refusing to accept sexual advances or whereby the individual is denied an equal employment opportunity available to others in similar circumstances.
Sexual Aggravation or Annoyance, which creates a negative or unpleasant environment. This may include touching, gestures, innuendos, and lewd sexual comments which are unwelcome or offensive, whether in person or through social media.
Harassment of this nature is prohibited regardless of gender or sexual preference.
What is Discrimination?
DFMC* is committed to fostering an environment that is free of harassment and one in which all individuals are treated with respect and dignity. DFMC’s* church community has a right to equal treatment with respect to employment and with respect to the receipt of services and facilities without harassment based on the following prohibited grounds:
Race, Ancestry, Religion, Physical Disability, Age, Color, Place of Origin, Gender, Mental Disability, or Sexual Orientation
What You Can Do?
Deal with the situation immediately
If comfortable, tell the person to stop – either by yourself or with someone you trust
Always document the behavior (see Incident Report Appendix 1) and then report the incident to the DFMC* Church Board, and the Police if necessary.
What is Workplace Violence?
DFMC* is committed to providing an environment that is free from violence or threats of violence against individuals as well as company or personal property. The policy requires that all individuals on DFMC* premises, whether employees, volunteers, or guests, conduct themselves in a professional and courteous manner consistent with accepted good business practices. Each person is therefore expected to conduct themselves in a non-violent and non-physically threatening or intimidating manner.
DFMC* prohibits the use of violence or threats of violence and such behavior will not be tolerated. DFMC* will investigate all incidents of violence, or threats of violence in accordance with applicable laws.
Workplace Violence is defined as:
The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,
An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,
A statement or behavior that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker in a workplace that could cause physical injury to the worker.
This definition includes domestic violence which extends to the workplace. Violations of this policy may lead, in DFMC’s* sole discretion, to disciplinary action up to and including termination of employment or termination of the services of a vendor or contractor and/or their associated firm.
DFMC* also reserves the right to report such violations to appropriate law enforcement authorities and/or to notify agencies offering medical or psychological services or assistance or other professional personnel. All employees are responsible for adhering to this policy and maintaining a work environment that promotes professionalism and is free of workplace violence. This responsibility includes being aware of situations in which workplace violence is occurring or is likely to occur, and immediately notifying appropriately the DFMC* Board Chair of any incidents or concerns.
Any individual who feels that he/she has been the subject of workplace violence or has identified a situation where workplace violence has or is likely to occur should bring it to the immediate attention of their supervisor. Time is of the essence when notifying their supervisor and should assist in eliminating or minimize risks of workplace violence, potential violence or threats of violence that fall within the scope of this policy. Incidents that have been reported will be kept in strict confidence to the extent possible and consistent with the best interest of DFMC* and those involved.
Chapter 9 – Emergency Procedures
In case of a severe weather emergency (severe thunderstorm warning, tornado watch/warning) watch the weather and go to the storm shelters when you feel needed.
This is a signal to follow the instructions below:
Stop what you are doing.
Gather together children/vulnerable adults
Be sure all children/vulnerable adults under your care are present and accounted for.
Quickly move to a solid building or the Gathering Point (listed below).
Remember to stay calm and pray.
Stay away from all windows and doors
Gathering Point
In case of a severe weather emergency, ensure that you take cover in the church basement and stay away from windows.
If you need to take instant cover:
1.Lie face down in a low lying area, away from any trees.
2.Protect your head with your arms.
3.Stay low until danger has passed
All Weather Advisories will be monitored through Environment Canada and our decisions will be made based on Environment Canada Recommendations.
Chapter 10 – Audits And Ongoing Maintenance
It is the responsibility of the DFMC* Board to ensure these policies are maintained for timely appropriateness and that the policies stated herein are followed. Therefore the board shall appoint a minimum of two people to do an annual audit in August. This audit will report to the board regarding adherence to policies through interviews of ministry workers, observation of the ministry in progress (when available) and physical property inspections. Auditors may be anyone from the congregation.
These policies and appendixes are to be considered a living document and may be amended by the board at anytime to ensure the health and safety of our vulnerable people, or to better meet legal requirements as we become aware.