Key Elements in Abuse Prevention and Protection Policies for Churches

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Like any organization, churches need policies and procedures for handling misconduct by its leaders, employees, and volunteers. Failing to do so can leave a church unaware of serious problems, or forced into making decisions without adequate forethought into how problems should be addressed.

Child abuse, especially sexual abuse, is a serious crime and can lead to a civil lawsuit against the church. In many cases of sexual abuse, a church failed to take adequate precautions to screen its employees and volunteers, or failed to control their interactions with children.

Even if a prosecutor doesn’t pursue criminal charges in connection with an abuse claim, the victim may pursue civil litigation to recover compensation for the suffering he or she has endured. The church itself is likely to be sued if the abuser was a member of its staff or one of its volunteers, or if the abuse occurred on church grounds or at a church-sponsored event.

Abuse Prevention And Protection Policy Framework

An abuse prevention and protection policy should contain the following key elements:

Purpose.  The policy should articulate the organization’s concern and proper care for the children and other vulnerable persons served.  

Scope.  The policy should cover minor children as well as other vulnerable populations, including the elderly or those who lack the physical or mental capacity to protect themselves.

Goals.  The policy should set clear goals, chief among them a zero-tolerance policy for abuse. It should also include guidelines for staff and volunteers on how to protect themselves and others from harm.

Context.  The policy should closely align with the church’s mission and culture of good stewardship, care and compassion.

Employee Screening and Oversight

Church employees are entrusted with the safety and wellbeing of the congregation. It is essential that the church take formal steps to ensure that its staff is appropriately qualified for the job.

Conducting a background check on prospective employees and volunteers can be an important part of protecting the organization from significant risk. A “background check” can include a range of different searches of public records, some of which can be conducted for free, and many of which require a volunteer’s consent. Checks can include:

  • Criminal background checks. In California, a criminal background check will reveal convictions for felonies and most misdemeanors within the last seven years that have not been expunged through a pardon, or kept secret by court order. A check can be conducted at the state and federal levels and may need to be conducted in other states if the person has moved around. Note that the results of a person’s criminal background check must be kept confidential.
  • Credit checks. A credit check will reveal if someone has declared bankruptcy or had other significant financial problems in the past. A volunteer’s financial history may be relevant if he or she will handle significant sums of money for the organization.
  • Sex offender list. The State of California provides an online tool for screening individuals against the state’s registered sex-offender list.

In addition, all workers should receive training on abuse prevention and protection protocols as well as their responsibilities under the law to report incidences of child abuse.

The Church Law Center of California advises religious and secular nonprofits on governance and risk management matters. To find out how we can assist your organization, call us today at (949) 892-1221 or reach out to us through our contact page.

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