TRAINING

All employees are required to participate in and supply documentation of successfully completing the initial Child Abuse Training within the defined timeframe. Based on department and position, additional training will be required. Employees will be advised by their supervisor of the necessary training. A Child Abuse Prevention policy is distributed and reviewed with employees that detail the responsibilities of all employees as they relate to Child Abuse Prevention and Child Abuse Recognition.

STAFFING

Although a position within the Y may not involve working directly with children, it is critical to the YMCA that ALL staff furnish appropriate references in accordance with YMCA policy. Based on an employee’s position and/or department, separate background checks may be required for licensing requirements. For example, volunteers working directly with children in a high-risk exposure capacity – working in a child care center, working with children for a long period of time, where opportunities can present themselves for an individual to be alone with a child or in a setting without parental involvement will be required to complete the same background checking and training. 

All staff must conduct themselves as positive role models and uphold the values and mission of the YMCA.

RELATIONSHIPS WITH CHILDREN

At no time should an employee be alone with a single child where others cannot observe them. When supervising children, they should space themselves so that other employees can see them. Volunteers are never to be alone with a child. Volunteers act in a support role to employees and do not take the place of a staff member. 

Children must always be within sight and sound of an employee. During Y programs, all children must be supervised at all times. Supervisors will train employees on the appropriate ratio for the transition of children in buildings from one location to another, on and off buses, etc. At no time will the “buddy or truddy” system be an acceptable way of transition or bathroom breaks. An employee and a group of children (no less than three) are ideal for transition and bathroom breaks. 

Employees and volunteers will not have outside contact with children they meet in Y programs or at the Y and should never be alone with children they meet at the Y outside of the Y. This includes babysitting, sleepovers, private lessons, outings, inviting children to your home or to be in your company while not working, or to have any contact via any electronic media or communication. Employees must notify the YMCA if a pre-existing relationship with a child or family exists, and the designated notification forms must be completed. Supervisors will facilitate the forming process. 

Employees will not contact any youth YMCA program participants via any electronic communication device, including but not limited to cell phone, texting, emailing, or social networking sites. All communication regarding YMCA activities that a youth member may need access to will be monitored by appropriate YMCA employees and directed to parents/guardians of any participant.

Employees shall not discipline children by use of: 

• Physical abuse – strike, spank, shake, slap 

• Verbal abuse – humiliate, degrade, threaten, yelling 

• Mental abuse – shaming, withholding affection 

• Sexual abuse – inappropriate touch, verbal exchange or visual exposure to pornography 

• Neglect - by failing to provide the necessities of care, such as food, and shelter.

Restroom Supervision: Employees will make certain the restrooms or locker rooms are not occupied by suspicious or unknown individuals before allowing children to enter the restrooms. While supervising children in the restrooms, employees will position themselves in the doorway so they can have at least auditory supervision of the children using the restrooms or locker rooms. If employees are assisting younger children, doors to the facility must remain open. No child, regardless of age, should enter a bathroom or locker room on a field trip or while in the care of the YMCA at another location without the locker room or bathroom having thoroughly been checked by an employee first. 

All private activities, including diapering and changing clothes, should be within the sight of other YMCA employees.

Employees should never transport a child in their private vehicle or be alone with them in a YMCA vehicle. 

Parental/Guardian permission must be given to take photographs of Y participants. The use of personal cell phones or cameras to photograph Y participants is only permitted when requested by the YMCA. It is mandated that any photo taken at the request of the YMCA are property of the YMCA and will immediately be made available only to the YMCA, and the image deleted and not used or shared in any manner, including but not limited to, social media, print, tagging, etc. Employees cannot use photographs taken at Y programs or of Y participants for any personal use. Photos include any form of recording images (photos and videos). 

Employees will respect children’s right not to be touched in ways that make them feel uncomfortable, and their right to say no. Generally, other than diapering, children are not to be touched on areas of their bodies that would be covered by a bathing suit. 

Employees will not give gifts (even small gifts), ask children to keep secrets, or show favoritism to certain children. 

Positive guidance, including redirection, positive reinforcement and encouragement, will be used to modify behavior rather than competition, comparison and criticism. Guidelines and environments will be age appropriate to minimize the need for discipline. 

Child Health: Employees will conduct visual health checks of each child daily as they enter the program, noting any fever, bruises, bumps, burns or inconsistent behavior, and immediately report any concerns to their supervisor. 

Non-discrimination: All children will be treated equally, with respect and consideration, regardless of their sex, race, creed, color, sex, disability, religion, culture, ancestry, genetic information, atypical hereditary cellular or blood trait, marital status, economic level of a family or any other characteristic protected under applicable federal, state or local laws. 

All employees are mandated by NJ law to report all incidents of suspected abuse or neglect of children under the age of 18. Y employees will report to their supervisor any indication of or warning signs concerning abuse involving a child, inappropriate behavior by an employee/volunteer, and any instances of employees violating the Child Protection Plan or Code of Conduct or any rule or guideline that pertains to the supervision of children. Y employees who witness or become aware of any suspicious behavior or a violation of policy by a fellow employee must immediately report this event to their supervisor or next level of supervision and the Human Resources Director. 

Violations of this policy will lead to disciplinary action up to and including termination.

PARENTAL INTERACTION

Parents are welcome and encouraged to visit program sites at any time. They are required to comply with check-in and security procedures. 

All concerns or complaints will be documented and investigated immediately. All parental complaints must be reported to supervisors for acknowledgment and response. 

Children will be released only to previously authorized persons. Identification may be required prior to the release of a child. Any concerns regarding releasing a child should be immediately addressed by a supervisor. 

The YMCA follows all court orders provided by parents or guardians. Employees are not permitted to make exceptions or interpret court orders, and they should be carried out as ordered by the courts. All questions or concerns should immediately be brought to a Supervisor or Branch Leadership for further action if needed.

REPORTING OF SUSPECTED CHILD ABUSE

Child Abuse is a generic term. It includes non-accidental physical injury, sexual abuse or sexual molestation, emotional abuse and neglect. Every employee is a mandated reporter of any suspected forms of Child Abuse. 

In the event of an accusation of child abuse, the Y will take prompt and immediate action as follows: 

At the first report or allegation that child abuse has occurred, it will immediately be communicated to the Branch Leadership, Branch Leadership of Child Care Services, Human Resources Director and President & CEO. All information should be immediately and thoroughly documented, keeping all information as confidential as possible. 

If the allegation involves any employee or volunteer, they will immediately be removed from all activities involving children, and further action regarding suspension will be determined by Senior Management. 

In accordance with the Child Abuse and Neglect Law, the YMCA will report the incident to the Department of Child Protection & Permanency and other law officials that may be appropriate by the CEO. If more than one child is involved (child-on-child abuse), the YMCA and employees must keep the names and contact information of those involved confidential.

If required, a detailed Incident Report must be forwarded to the Human Resources Director for reporting to the YMCA’s insurance company and legal counsel. 

The YMCA and employees will cooperate fully in all investigations surrounding any alleged claim of child abuse.