The purpose of this policy is to prevent abuse. This policy governs the conduct of all paid and volunteer workers of Church of the Rock ("the church"), as they are involved with official church functions and activities. "Official" functions and activities are those, which are sponsored by the church pastors, ministry leaders, teachers, helpers, and/or workers in direct relation to one or more of the church ministries which are recognized by the pastors and official board. The church recognizes the importance of providing an environment, which is safe, healthy, and conducive to both learning and forming positive relationships. Protecting minors (those under 18 years old) is of utmost importance in all of our ministries.

RESPONSIBILITY FOR POLICY IMPLEMENTATION

All workers, paid and volunteer, shall be responsible for implementing this policy.

TYPES OF ABUSE

Abuse can be classified into two major categories; "Touch" and "No-Touch":

• Touch abuse includes, but is not limited to; striking, slapping, shaking, pinching, yanking, smothering, inappropriate contact with body parts, fondling, kissing in inappropriate ways, and intercourse.
• Non-Touch abuse includes, but is not limited to, severe shaming, sexual remarks, showing pornography, showing sexual body parts, and watching any sexual activity.

WORKER SELECTION AND SCREENING

Process for selecting and screening workers:
Process shall include application, background check, reference checks, in-formal interview, a "six-month rule",and Abuse Prevention Policy Training. In addition any additional staff from this date on will need a background check.

Formal Application Process

All persons desiring to work with, supervise, or teach minors must complete a "Children and Youth Ministry Application." Anyone refusing to complete the application shall not be considered to work with minors in the church. In addition:

• Church will do a background check on all applicants
• Applicants shall be at least 18 years old on the date they sign their application.
• Use of alcohol, tobacco and other drugs is prohibited during any official church functions.
• Applications shall be submitted to the ministry leader who oversees the ministry in which the applicant desires to work (hereafter called "the leader").
• Upon receipt of an application, the leader shall review the application to ensure its completeness
• Incomplete application shall be returned to the applicant for completion

Formal Interview

After the application has been completed, the leader shall conduct an informal interview of the candidate to review the application and discuss information pertaining to the suitability of the candidate to work with minors. Such information may include, but not be limited to spiritual calling, spiritual gifts, personal desires, experiences, and spiritual maturity. The leader shall then make a recommendation whether to proceed with the application process. If the recommendation is not to proceed, a decision shall be made in consultation with the Senior Pastor and elders. The application shall be archived and protected in a manner appropriate for confidential and sensitive documents. The pastor shall inform the applicant of the decision.

Reference Checks

The completed application must include at least three character references. These references shall not be family members, relatives, pastors of this church, or the ministry leader under which the applicant could potentially work. the church may contact these references and other references as provided by the initial references, churches, organizations, and prior employer to assess the applicant's suitability to work with minors. All information received from all references shall be kept in strict confidence.

Application Processing Procedures

The church shall establish and maintain files for all workers. This file shall be held in strict confidence from anyone except pastoral staff, other officials as authorized by the Senior Pastor, and selected office employees, which have an established need for access. All completed worker files shall be maintained under lock and key. At least three character references shall be needed for each applicant. Upon receipt of the completed application and references have been contacted, the leader shall review application. The leader shall make recommendations to the Senior Pastor and elders to approve or disapprove the application. Final approval or disapproval of the Children & Youth Worker's Application shall be decided by the Senior Pastor and elders. A background check shall then be completed on applicant. Names of workers who are approved shall be placed on the "Children & Youth Ministries Approved Worker's List" ("the list"). Only those people who are on the current list shall be allowed to work with minors in any capacity.

Use of Members-Only

Only official members of the church shall be used in leadership positions of the church. In special situations this "members-only" requirement may be waived as determined by the board of elders. Please refer to the "Membership Requirements" for further information.

The Six-Month Rule

Applicants shall not be approved to work with minors until they have attended the church regularly for at least six months. "Regular attendance" is defined as attendance in at least three Sunday services per month. Applications may be submitted and processing may begin before the Six Month Rule has been met, but approval shall not be made before this rule has been satisfied. We understand work schedules may conflict with this rule and we will make exceptions. Current exception:

• If a new worker transfers their membership from another church, they can use their former pastor or other person deemed acceptable as a reference

Abuse Prevention Training

Workers shall receive orientation and training concerning the definition and prevention of abuse. Such training shall include a thorough review of this policy. New workers may also be trained concerning other polices and procedures, which are applicable to their position. Any worker, who is on the list and has not received training within 6 months of being approved, will be removed from the list until training is completed.

Re-instatement of Workers Removed From the List

A person whose name has been removed from the list due to lack of training may have their name reinstated as soon as training is completed. Persons whose names have been removed from the list for six months or more may have their name re-instated upon the recommendation and approval by the Pastor and elders. Prior to re-instating a name that has been of the list for six months or more, the pastor and elders shall determine if additional requirements need to be met based on factors such as, but not limited to, length of absence from the church's ministry, reasons for removal from the list, or relevant events or circumstances which have changed in the life of the person.

HISTORY OF COMMITTING CHILD MOLESTATION

In no case shall any applicant who has any history of committing child abuse will be allowed to work with minors in any capacity.

WORKER SUPERVISION

Two-worker rule: (AT NO TIME ARE CHILDREN TO BE LEFT UNATTENDED!)
At least two approved workers shall be present with minors at all times. This rule protects minors by:

• Reducing the risk of abuse
• Protects workers by reducing the risk of false accusations.

The two-worker rule applies to all official church functions:
• Including, but not limited to services, classes, field trips, and parties.

Adequate Staffing

Two approved workers may not be enough for some activities such as large classes, camp outs, lock-ins, and so on. All official church functions, which involve minors shall be staffed adequately enough to ensure safe activities and compliance with this policy. In the event of emergencies when adequate numbers of workers are not present for a function, ministry leader may request other fully-qualified and approved workers to substitute for those who are absent. In the event of extreme conditions when staffing levels drop below what is required, the function shall be cancelled or postponed.

Visibility Into Classrooms

It is important that visibility into classrooms is maximized, while potential classroom disruptions are minimized. The windows on classroom doors shall remain clear and unobstructed at all times. Barriers shall not be erected that delete visibility into classrooms.

Diapering and Restroom Policies

All workers shall follow the diapering policy specified in Nursery guidelines. Except in nursery restrooms a worker shall not:

• Enter a restroom stall with a child. Children who are capable of pottying by themselves should be allowed to do so.

But workers shall:

• Adequately monitor children's travel to and from restroom.
• Workers may provide assistance in unfastening and fastening young children's clothing, but such assistance shall not take place inside a restroom stall.
• Stand at the bathroom door to assist in supervising children in restrooms.

Administration of Medicine Prohibited

Workers shall not administer any medication of any kind to any child. Medication may be administered only by a child's parent/guardian.

The only exceptions to this policy are:

• Field/overnight trips
  1. Medicine to be dispensed at request of child's parent/guardian.
  2. Parent/guardian must sign "Request to Administer Medication Form".
  3. Parent/guardian must provide medication.
  4. If medications are found on the possession of a child or youth, worker will:
     1. Immediately confiscate medication.
     2. Inform person in charge of teens.
     3. Leader is to contact parent of child or youth at once.
     4. Not dispense any medication without authorization from parents.
     5. File an Incident Report.
• Diaper rashes only if:
  1. Directed by parent/guardian
     1. Diaper ointment or powder may be administered to children with mild rash.
     2. Ointment or powder is provided by that child's parent/guardian.

If Nursery Workers discover a child's unreported rash, then the parents/guardians shall be contacted to determine the rash's severity and next course of action. The Nursery shall not stock or supply any diaper ointment or powders.

Immediate Feedback For Inappropriate Behavior

All workers who observe abuse of any type shall be responsible for providing immediate feedback to those who exhibit the inappropriate behavior. All inappropriate behavior shall constitute an incident, and shall be reported by the observer as specified later in this policy.

REPORTING REQUIREMENTS

Responsibilities

Everyone shall be responsible for reporting child abuse. All workers who observe abuse or have reasonable suspicion that abuse has occurred shall immediately report such concerns to any pastor of the church. In the interest of quick reaction to a potentially harmful situation, these concerns may initially be expressed verbally. The allegations shall then immediately be documented in writing on an Incident Report Form and shall be submitted to a pastor. Incident Report Forms shall be readily available in the church. In the event that a pastor is not available, such allegations shall be documented in writing and submitted to an elder. (According to Vermont State Law)

Protection for Good Faith Reporting

Protection shall be provided for good faith reporting of child abuse. Such protection includes maintaining anonymity of the accuser, alleged victim, and alleged abuser, except to those with a compelling need to know in order to conduct an initial low-level investigation.

RESPONSE PLAN

All allegations received by the church shall be considered seriously by the church leadership and shall be dealt with expeditiously.

Under no circumstances shall allegations of abuse be taken lightly or ignored. For the purpose of investigating the alleged abuse and resolving the issue, sensitive care and support shall be provided for the victim, victim's family, and alleged abuser.

Low-Level Investigation

Upon written receipt of an allegation of abuse, the church shall conduct a prompt, low-level investigation. This investigation shall focus on gathering the facts of the allegation. It will not be an investigation to determine whether abuse or neglect has occurred. It shall include separate discussions with the victim in the presence of the victim's family, all witnesses, and alleged abuser. The pastoral staff and official board may call upon church officials, denominational leaders, clinical experts, the church insurance company, legal counsel, and others as necessary to assist in conducting a low-level investigation.

Documentation of Investigation

The church shall carefully document the details of the investigation. Such documentation shall be held with strict regard to confidentiality.

Compliance With Child Abuse Reporting Laws

If the low-level investigation reveals that reasonable cause to believe abuse of a minor has occurred, then the church shall comply with the state's child abuse reporting laws. Such incidents of potential or actual abuse shall be reported to the proper civil authorities (SRS).

Documentation of Corrective Actions

Once the issue is resolved, the church shall carefully document the corrective actions taken to reduce the risk of abuse in the future. For the purpose of education and risk reduction, these corrective actions shall be clearly communicated to all involved in the abuse incident.

Response to Media

The church leadership shall prepare a press release statement, which appropriately responds to the alleged abuse situation and actions being taken by the church to address the alleged incident. One person from the church shall be appointed by the Senior Pastor and elders to be the spokesperson to the media. The church leadership shall decide when to release the statement to the media.