Child Protection Policy at Absolute Leadership Development

1. INTRODUCTION

1.1 Preamble

The welfare of the child is paramount.
All children, whatever their age, culture, disability, gender, language, racial origin, religious beliefs and/or sexual identity, have the right to protection from abuse.
All suspicions and allegations of abuse will be taken seriously and responded to swiftly and appropriately.
All staff (paid/unpaid) working in Absolute have a responsibility to report concerns to the appropriate officer.
Where needed, a member of the Absolute Board of Directors will be appointed as the official Child Protection Officer by the board and CEO.

1.2 Background

Absolute Leadership Development Inc., founded in 2000, is a federally incorporated charity. The strategic focus of Absolute is the youth generation. Absolute runs five key programs that work together to develop future Canadian leaders.

High School Assemblies. Teams of trained young adults travel to schools all across Canada, and internationally, to present the “Absolute Motivational Experience.” This is a one-hour presentation that consists of live music, personal stories, multi-media and a hard hitting message of purpose and hope. This is the most demanded presentation of its kind in Canada. Currently, these presentations are reaching over 200,000 students each year.
Online Student Help Line. After students see an Absolute presentation, they often need someone to talk to. Absolute has set up a chat service that is linked to our website, which is staffed by qualified volunteers. Thousands of students utilize this service and get help and receive a new sense of hope. There have been numerous accounts of averted suicides reported as result of this help line.
Hero Holiday™. Quite possibly the most popular program that Absolute runs, we take large numbers of students to developing nations to participate in humanitarian efforts. Hero Holiday™ is growing at an exponential rate with over 450 participants in only two years of operation. For our upcoming third year, we are planning more than 10 trips, with the potential to bring over 1000 students to such countries as Dominican Republic, Mexico and Thailand.
School of Leadership. This is a one-year program for students who have completed high school and committed to “making a difference” in Canada and globally. The participants are mentored in character, personal development and leadership while traveling with our road teams and working “on location” at one of our international project locations. Students become an integral part of the organization and put their training into practice in a relevant environment.
The Hero Network. Absolute has been consistently encouraging schools to form advocacy groups for socially responsible students and staff. The Hero Network provides a structure for business, education and other social systems to be involved in social improvement programs. Scholarships, group trips and curriculum make up the core of this program.

1.3 Child Protection Policy Statement

Absolute Leadership Development Inc. has a duty of care to safeguard all children involved in any of its programs from harm. All children have a right to protection, and the needs of disabled children and others who may be particularly vulnerable must be taken into account. Absolute will ensure the safety and protection of all children involved in any of its programs through adherence to the Child Protection guidelines adopted by Absolute Leadership Development Inc. and its Board of Directors.

1.4 Policy aims

The aim of the Absolute Leadership Development Inc. Child Protection Policy is to promote good practice:

Providing children and young people with appropriate safety and protection while in the care of Absolute Leadership Development Inc.
Allow all staff/volunteers to make informed and confident responses to specific child protection issues.

1.5 Protection Policy

The disturbing and traumatic rise of physical and sexual abuse of minors has claimed the attention of our nation and society. Unfortunately, organizations that work with children and teenagers are not unaffected from this alarming trend. In response to this, it is our commitment to provide reasonable protective care to everyone attending any programs operating under Absolute Leadership Development Inc. We recognize that formal guidelines and procedures will assist in the prevention of opportunities for abuse. Parents entrust us with the safety and wellbeing of their children. It is our responsibility as an organization to safeguard that trust.
In view of Absolute’s frequent contact with students under the age of majority through high school shows and the Hero Holiday^TM program, a Child Protection Policy has been initiated to reduce the risk of abuse. All staff members, contracted bands and volunteers are provided a copy of this manual and are expected to adhere to its standards. All staff, volunteers and leadership students must sign a contract stating they have read, understood and will adhere to the standards outlined in this policy.
Incidents of physical and/or sexual abuse can occur in any organization. There are few topics that create more emotion than that of abuse, especially if it is sexual in nature. The reality of most non-profit organizations is the need for a large pool of volunteers. It is often tempting to accept the services of anyone expressing an interest in working as a volunteer. Asking sensitive questions of those who are giving their time and talent can sometimes be seen as distasteful or detrimental to volunteerism. No one wants to offend potential workers, especially long-time friends and volunteers with a history of good service. However, compromising on protection policies can make an organization more susceptible to incidents of abuse. For this reason, valid Criminal Record Checks including Vulnerable Sector Screening are required of all adult volunteers and staff, regardless of whether they are new to the organization or not.
This Child Protection Policy is designed to promote the safety and wellbeing of all involved, whether student, staff member or volunteer by:
1. Preventing and limiting situations with a high potential for abusive incidences involving minors;
2. Protecting staff and volunteers from false allegations of abuse; and
3. Limiting the extent of legal risk and liability due to any such abuse.

1.6 Why Absolute is Susceptible

We recognize that Absolute is susceptible to incidents of abuse:
1. Access. Molesters are attracted to an institution in which they have immediate access to potential victims in an atmosphere of complete trust.
2. Need. There is a constant need for adequate volunteers for programs. Turnover among volunteer workers is usually high. A willing volunteer worker provides welcome relief.
Organizations working with minors need to understand the extent of their liability. They are not “guarantors” of the safety and well-being of minors. They are not absolutely liable for every injury that occurs in the course of their activities. Generally, they are responsible only for those injuries that result from their negligence. Victims of abuse who have sued an organization often allege that the organization was negligent in not adequately screening applicants or for not providing adequate supervision.

1.7 Civil and Legal Liability of Organizations

Increasingly and often more dramatically, organizations and their personnel (i.e. staff, directors, officers, board members and volunteers) are being held accountable for the acts of individual abusers within the organization even though neither the organization nor its leaders were aware of the abuse or condoned it. Organizations are being sued in civil courts for damages sustained by victims and their families. Those victims and their families are attempting to hold organizations accountable by alleging that:
1. The organization is vicariously liable for the acts of its personnel, be they paid staff or volunteer staff, regardless of whether the organization was itself negligent or even knew of the abuse;
2. The organization was negligent in its hiring or accepting personnel, whether paid or volunteer; or
3. The organization was negligent in the supervising or monitoring of its personnel.

2. UNDERSTANDING ABUSE

2.1 Definitions

Abuse
1. Can be physical, emotional or sexual in nature.
2. 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 minors and adults with physical or mental disabilities.
3. Failure to adequately care for, supervise or protect are all examples of neglect, which is also abuse.
Physical Abuse
1. Using physical force or action that results, or could result, in injury to a minor.
2. It is more than reasonable discipline. Sometimes injury is caused by over-discipline. Injuring a minor is not acceptable, regardless of differing cultural standards on discipline.
3. Within the context of Absolute, it is not permissible to strike a minor for any reason.
Emotional Abuse
1. A pattern of hurting a person’s feelings to the point of damaging their self-respect.
2. Includes verbal attacks, insults, humiliation or rejection.
3. A minor who is emotionally harmed may demonstrate severe anxiety, depression, withdrawal, self-destructive or aggressive behavior.
Sexual Abuse
1. Occurs when a minor is used by somebody else for sexual stimulation or gratification.
2. The sexual exploitation of a child/adolescent who is not developed mentally, capable of understanding or resisting the contact, or psychologically or socially dependent upon the perpetrator.
3. Sexual activity between minors may also be sexual abuse if older or more powerful minors take sexual advantage of those who are younger or less powerful.

2.2 Behaviors Associated with Sexual Abuse

Sexual abuse that involves touching:
1. Fondling
2. Oral, genital and anal penetration
3. Intercourse
4. Forcible rape
Sexual abuse that does not involve touching:
1. Verbal comments
2. Pornographic videos
3. Obscene phone calls
4. Exhibitionism
5. Allowing children to witness sexual activity

2.3 Symptoms of Abuse and Molestation

Staff and volunteers should be alert to the signs of abuse and molestation that a victim may exhibit. A one-time occurrence of these symptoms would not necessarily constitute a potential abuse case; however, sudden unexplained changes would warrant an investigation.
Physical signs and symptoms of abuse may include one or more of the following:
1. Lacerations and/or bruises
2. Nightmares
3. Irritation, pain or injury to the genital area
4. Difficulty with urination
5. Discomfort when sitting
6. Sexually transmitted infection (STI)
Behavioral signs and symptoms of abuse may include one or more of the following:
1. Nervous or hostile behavior toward adults
2. Sexual self-consciousness
3. “Acting out” sexual behavior
4. Withdrawal from activities and friends

2.4 Effects of Sexual Abuse

Sexual abuse robs young people of their childhood and can potentially scar its victims for life. Too often in the past, the effects of abuse were minimized or dismissed. Minors were viewed as being resilient. Recent research has shown that minors can suffer significant pain from even a single abusive incident. Victims can display a wide range of negative symptoms in the aftermath of abuse. Abuse can result in abnormal fears, post-traumatic stress disorder (PTSD), aggressive behaviour, sexual “acting out”, depression, STI’s, diffused sexual identity and poor self-esteem.
Consequences of sexual abuse can plague victims into adulthood. Outcome studies of adult survivors of sexual abuse suggest the following effects: sexual dysfunction, eating disorders, substance abuse, promiscuity, disassociation from emotions, and possible perpetration of sexual abuse on others.
The degree of damage depends upon several factors including the intensity, duration and frequency of the abuse. In addition, the relationship of the perpetrator to the victim matters. If the abuser is a known and trusted authority figure in the victim’s life, the degree of impact increases dramatically.

2.5 Profile of a Molester

Some people assume that molesters are “strangers wearing trench coats” or “dirty old men.” These stereotypes not only are inaccurate, but they dangerously contribute to a false sense of security. Researchers in the field of sexual abuse currently indicate that no one profile fits the various perpetrators of abuse.

3. REPORTING ABUSE

3.1 Suspected Cases of Abuse

Working with minors, we may become privy to information about a minor that causes us to suspect an abusive situation. It may be from a comment, a story they shared or behaviors consistent with abuse. You do not need to be absolutely sure that abuse has occurred before reporting. Any person who has reasonable grounds to believe that a minor is in need of protection is legally required to report the matter to Children’s Aid Society or Child and Family Services. “Reasonable grounds” are what an average person, given his or her training, background and experience, exercising normal and honest judgment, would suspect. You will never be charged with providing a false accusation if the accusation was given in good faith. Any person who knowingly fails to report in these circumstances is in violation of the law and may be found to have committed an offense. A person is required to report suspected or confirmed abuse cases for any minor 16 years of age or younger. If the minor is already under the protection of CAS or CFS, this protection is mandated until the age of 18. All CAS’s have emergency service 24 hours a day so you can call at any time.
Abuse or neglect need not have already occurred for a minor to be in need of protection; it is not necessary to wait until a minor has been harmed to intervene. When abuse or neglect can be reasonably anticipated and there are reasonable grounds to believe a minor is in need of protection, the legal obligation to report applies.
“Historical” abuse is abuse or neglect which occurred in the not very recent past and must be reported wherever there are reasonable grounds to believe that a minor may be in need of protection. If the alleged offender is in regular contact with a minor or minors, irrespective of whether it is the same minor or minors abused in the past, there may be grounds to believe that the minor or minors 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 minors.
Always take potential abuse cases seriously. Don’t deny the problem. If the minor is telling you what happened, listen carefully. Give emotional support, reminding the victim that he/she is not at fault. Tell the victim that he/she was right in telling you about the problem. Never promise the victim you will not tell anyone about the incident. Although he/she may feel shame and embarrassment, it is always in their best interest to report. CAS and CFS provides a broad range of services for victims of abuse or neglect. Failure to report not only defies the laws in our country, but also keeps the victim and potentially other victims at risk for further abuse.

3.2 Who Must Report

The person who has reasonable grounds to suspect that a child is or may be in need of protection must make the report directly to the Children’s Aid Society or Child and Family Services. The person must not rely on anyone else to report on his or her behalf. If a volunteer feels more comfortable having an Absolute staff member go through the process with them, then we will appoint a staff member to do so.
Professional persons and officials have the same duty as any member of the public to report a suspicion that a child is in need of protection. The Act recognizes, however, that people working closely with children have a special awareness of the signs of child abuse and neglect, and a particular responsibility to report their suspicions, and so makes it an offense to fail to report. Any professional or official who fails to report a suspicion that a child is or may be in need of protection, where the information on which that suspicion is based was obtained in the course of his or her professional or official duties, is liable on conviction to a fine of up to $1,000. Note that Absolute Leadership Development staff members are considered professionals under the Child and Family Services Act, section 72(5).

3.3 Procedures for Reporting Abuse

If you have any concerns regarding the safety of a minor, you should report this to your immediate supervisor immediately. Your supervisor will assist you in ensuring that the appropriate people are informed.
Never attempt an investigation on your own. Social workers are designated to receive reports are trained to investigate and assess the need for intervention. Other professionals must never assume this function. As a part of the investigation and plan to protect the child, the social worker may have the police or other community agencies involved.
You may be asked to provide any information you have available. Only disclose information to the social worker. They may request records or other types of information and are entitled to do so in order to complete an investigation. Absolute will provide any files or information necessary for the investigation.
A confidential written report with conclusions and action taken should always be made by the director following an abuse report.

3.4 Release of Confidential Information

It is important to keep the information restricted to those who need to be advised; therefore, all suspicions of abuse should be directed only to the director of that department or the executive.
Any records or files on employees, volunteers or participants in any programs run by Absolute Leadership Development Inc. such as application forms, references and criminal record screening forms will be kept for at least ten years and will only be released to the necessary authorities such as the Children’s Aid Society, Child and Family Services or police services.
The only claim of confidentiality which overrides the legal duty to report is solicitor-client privilege.

3.5 When an Allegation Occurs

Any inappropriate conduct or relationship between an adult staff member or volunteer of Absolute and a minor must be confronted immediately and investigated. Prompt warnings must be issued when appropriate, and the situation monitored very closely. The adult in question must be immediately removed from any contact with minors until the investigation is complete. The investigation must be carried out immediately. All allegations of this nature will be taken seriously.
The incident must be immediately reported to department heads and the CEO.
Confidentiality is very important. Only those who need to be directly involved in the case should be privy to any information.
Ensure the victim feels safe and supported and understands that he/she is not at fault and did the right thing for reporting the incident.
A confidential written report with conclusions and action taken should always be made by the director following an abuse report. These reports should be kept in a confidential personnel file.

3.6 Responding to an Allegation

Absolute’s lawyer will be notified as soon as possible as such a situation should never be handled without professional legal advice. The accused should also be instructed to obtain legal counsel.
Full cooperation must be given to civil authorities under the guidance of our lawyer.
Our lawyer will be present while answering any investigative questions from the police or social service agencies. The accused should follow the same procedure with their lawyer.

3.7 Action

Where there is a complaint against a member of staff there may be three types of investigation:
1. A criminal investigation;
2. A child protection investigation; or
3. A disciplinary or misconduct investigation.
Concerns about poor practice:
1. If, following consideration, the allegation is clearly about poor practice, the Child Protection Officer will deal with it as a misconduct issue.
2. If the allegation is about poor practice by the Child Protection Officer, or if the matter has been handled inadequately and concerns remain, it should be reported to the relevant officer who will decide how to deal with the allegation and whether or not to initiate disciplinary proceedings.
Concerns about suspected abuse:
1. Any suspicion that a child has been abused by either a member of staff or a volunteer should be reported to the Child Protection Officer, who will take such steps as considered necessary to ensure the safety of the child in question and any other child who may be at risk.
2. The Child Protection Officer will refer the allegation to the social services department which may involve the police, or go directly to the police if out-of-hours.
3. The parents or carers of the child will be contacted as soon as possible following advice from the social services department.
4. The Child Protection Officer should also notify the relevant officer who in turn will inform the Child Protection Officer who will deal with any media enquiries.
5. If the Child Protection Officer is the subject of the suspicion/allegation, the report must be made to the appropriate Manager or in his/her absence the CEO who will refer the allegation to social services.
Internal inquiries and suspension.
1. The Absolute Leadership Development Inc. Child Protection Officer will make an immediate decision about whether any individual accused of abuse should be temporarily suspended pending further police and social services inquiries.
2. Irrespective of the findings of the social services or police inquiries the Absolute Leadership Development Inc. Disciplinary Committee will assess all individual cases to decide whether a member of staff or volunteer can be reinstated and how this can be sensitively handled. In such cases, the Absolute Leadership Development Inc. Disciplinary Committee must reach a decision based upon the available information. The welfare of the child should remain of paramount importance throughout.
Allegations of previous abuse
1. Allegations of abuse may be made some time after the event (eg by an adult who was abused as a child or by a member of staff who is still currently working with children). Where such an allegation is made, Absolute will follow the procedures as detailed above and report the matter to the social services or the police. This is because other children, either within or outside an Absolute program, may be at risk from this person. Anyone who has a previous criminal conviction for offences related to abuse is automatically excluded from working with children. This is reinforced by the details of the Protection of Children Act 1999.

3.8 Dealing with the Press

There will be one spokesperson designated for the organization who will speak to the media regarding the matter in a discreet, informed, truthful and democratic way. No information considered sensitive or confidential will be disclosed to the media. The spokesperson may require that statements to the press will only be made in the presence of Absolute’s lawyer.

4. PROTECTION PROCEDURES

4.1 Our Commitment

We will screen all employees and volunteers who work with minors by checking references and requiring criminal record checks for all positions involving contact with minors. Anyone with criminal abuse violations will not be permitted to work with minors.
We will train all of our employees and volunteers who work with minors to understand the nature of abuse, how to implement our prevention policies and instruct them regarding the proper procedures for reporting suspected abuse.
Our policies to prevent abuse will be taken seriously and we will ensure they are enforced.
All employees and volunteers will sign the Statement Concerning the Rights of a Child, agreeing to comply with Absolute Leadership Development policies and guidelines.
We will obtain parental consent for all minors participating in any extended events run by Absolute such as Hero Holiday^TM.

4.2 Security

Names and contact information, including email addresses, and all personal and sensitive information will be held in strictest confidence and will not be released to sources outside Absolute Leadership Development Inc. without obtaining prior approval of the individual.

4.3 Contact with Minors and Opposite-Gender Adults

Two adult leaders must be present during any activity involving minors.

There must be a minimum of two adult leaders in any room with minors. In the event of an emergency situation, a temporary alternative to the two-leader guideline is an open door policy, meaning the door to that room must be left completely open.
Road team members should only use staff washrooms. In the event that a staff washroom is unavailable, use the “buddy” system. No one should be alone in a school.
In the event where a minor wishes to share a room during Hero Holiday^TM with an adult who is not a parent or guardian of that minor, prior written consent must be obtained from the parent or guardian of that minor.
In the event where there is a need for an adult to have a meeting with a minor, a second adult must be present for the duration of the meeting. The parent or guardian should be given prior notification of the meeting and consent should be obtained from the parent or guardian.
In the event where there is a need for an adult to have a meeting with another opposite-gender adult, a second adult must be present for the duration of the meeting.

4.4 Proper Display of Affection

Touch is an essential and valid component in nurturing and caring for individuals. Staff members and volunteers must be aware of and sensitive to differences in sexual development, cultural differences, family backgrounds, individual personalities and special needs. Physical contact with minors should be age and developmentally appropriate. Guidelines related to the display of affection have been established.
Appropriate touch includes the following:
1. Putting an arm around the shoulder
2. Patting on the back or shoulder in affirmation
3. “Side” hugs
Inappropriate touch includes the following and must be avoided:
1. Kissing a minor
2. Coaxing, encouraging or allowing a minor to kiss you
3. Prolonged hugging, touching, tickling or other physical contact
4. Touching any part of the body other than an arm, shoulder, head or back
5. Having a minor sit on your lap
6. Opposite-gender “piggyback” rides
7. Seductive or suggestive contact or conversation
8. Any physical contact done for the pleasure or satisfaction of a care provider
9. Any touching used to express power or control over a minor

4.5 Discipline

Discipline is not something you do to a child; it is something you do for a child. Discipline does not mean punishment. It comes from the root word disciple, which means training that molds character, behavior and values. Rather than seeking to merely maintain control or keep children quiet, our goal in managing behavior should be to shape their character.
Preventative discipline is essentially creating an atmosphere where remedial discipline is not required. This can be promoted by:
1. Maintaining a safe environment of reciprocal respect
2. Communicating realistic expectations
3. Offering meaningful and age-appropriate activities
4. Being fair and consistent
5. Focusing on positive actions
6. Being aware of special needs
Remedial discipline is sometimes required when working with minors. This can be done effectively by:
1. Dealing with the problems individually and separating the involved individuals from the rest of the group to minimize shame or embarrassment.
2. Calmly explaining why the behavior is unacceptable.
3. Redirecting to positive action.
4. Explaining the consequences of unacceptable behaviour by defining the correct way to behave as well as the results of wrong behaviour. (eg. A Hero Holiday^TM student who continues to breach the code of conduct may be removed from certain activities and in extreme circumstances or in situations where the student refuses to comply; they may be required to return home.)
5. Offering choices that are acceptable to both parties.
Inappropriate discipline which is never acceptable includes:
1. Corporal punishment of any kind (the deliberate infliction of pain intended to change a person’s behavior).
2. Any word or tone that would cause a minor to think he or she is the “problem” rather than a specific behaviour being addressed.
3. Any words that could cause feelings of condemnation or shame in a minor about any aspect of their person - including derisive references to anything physical, emotional, mental, or their position (or station) in life.

4.6 Good practice guidelines

All personnel should be encouraged to demonstrate exemplary behaviour in order to protect themselves from false allegations. The following are common sense examples of how to create a positive culture and climate.

Good practice means:

Always working in an open environment avoiding private or unobserved situations and encouraging open communication.
Treating all young people/disabled adults equally with respect and dignity.
Always putting the welfare of each young person first.
Maintaining a safe and appropriate distance with children (eg. it is not appropriate for staff or volunteers to have an intimate relationship with a child or to share a room with them).
Building balanced relationships based on mutual trust and empowering children to share in decision-making.
Ensuring that if any form of manual/physical support is required, it should be provided openly. If it is difficult to maintain hand positions when the child is constantly moving, young people should always be consulted and their agreement gained. Some parents are becoming increasingly sensitive about manual support and their views should always be carefully considered.
Being an excellent role model - this includes not participating in questionable activities in the company of young people.
Giving enthusiastic and constructive feedback rather than negative criticism.
Recognizing the developmental needs and capacity of young people and disabled adults - avoiding excessive training or competition and not pushing them against their will.
Keeping a written record of any injury that occurs, along with the details of any treatment given.

5. RECRUITMENT OF EMPLOYEES AND VOLUNTEERS

5.1 Application Process

To protect the organization from legal liability if a case of abuse is suspected and for the protection of all workers, all prospective volunteers and employees must complete an application form in order to be considered for any position. Forms must be submitted before the candidate will be approved as an employee or volunteer.
Two personal letters of recommendation or personal references must be provided by the prospective applicant. It is Absolute’s responsibility to follow up with these references.
A criminal record check (CRC) including Vulnerable Sector Screening is required from all employees and volunteers. Absolute will only accept original copies less than six months old. Faxed, emailed or outdated copies are not accepted. Minors under the age of 18 years are exempt from submitting criminal record checks as they are protected under the Young Offender’s Act and their files cannot be accessed by the public sector.
All documents will be kept on file and will remain confidential and accessible only to the necessary staff members.
Any individual failing to provide all of the above documentation will not be considered for a paid or volunteer position within the organization.

5.2 Application Approval

Once all documentation necessary for the application has been submitted, a decision will be made whether or not to approve the application. This decision will be made by the department head(s) of each area within Absolute i.e. Director of Field Operations, Hero Holiday^TM Director, etc. and applicants will be notified of their acceptance or denial by written notice.
In the case where applications may be processed more than six months from the start date, i.e. Hero Holiday^TM, a conditional acceptance will be given and the acceptance will be confirmed once a criminal record check is submitted.
In the event a CRC indicates a criminal offense other than child or sexual abuse, the applicant may be considered for approval based on the following criteria:
1. All management and leadership staff must unanimously agree to the approval. In the event of a disagreement, the Board of Directors may be consulted and the final decision will be made by the Board of Directors.
2. A meeting may be arranged, if deemed necessary, between leadership staff and the prospective applicant to discuss the findings of the CRC.
3. The number and type of convictions.
4. The age and circumstances of the offender at the time of the offense.
5. The length of time between past criminal activity and the present.
6. The conduct and circumstances of the individual since the offense.
7. The likelihood of the individual repeating the offense.
In the event a CRC indicates an offense related to the abuse of minors or of a sexual nature, the applicant will not be considered for any leadership position within Absolute, either paid or voluntary.
If any current employee or volunteer pleads guilty or is convicted of a criminal offense related to child or sexual abuse, that individual must be sensitively relieved of any duties within Absolute.

5.3 Criminal Convictions Disqualifying an Individual

Not all criminal offenses would necessarily warrant a dismissal or a disqualification as not all offenses suggest a risk of abuse. For example, an unpaid parking ticket is a criminal offense and may show up on a CRC but all individuals with unpaid parking tickets are not potential child abusers. Convictions disqualifying an individual for a paid or volunteer position within Absolute include but are not limited to:

Any offense involving a minor, whether sexual, physical or emotional, regardless of the time that has elapsed since the offense.
Incest
Rape
Assault
Murder
Kidnapping
Child pornography
Physical abuse

6. EDUCATION AND TRAINING

6.1 Annual Training

All new employees and volunteers must complete an initial training session. Routine annual training sessions are scheduled at the beginning of each semester i.e. September and January. If there are no new employees or volunteers at the start of the second semester (January) then that training session is not required.
Training sessions will cover all policies contained in this manual as well as any other program-specific orientation.
All new workers will read and sign the Statement Concerning the Rights of a Child in the presence of a witness.
Initial training is mandatory for all new employees and volunteers in all departments of Absolute: road teams including band members, Hero Holiday^TM (see section 7.3), Bold Chat, office personnel, leadership students and any other employee or volunteer under Absolute Leadership Development.
All employees and volunteers, whether new or experienced, are required to attend the annual training session in late August of each year to review the policies and learn about new policies that are being implemented.

6.2 Additional Training Sessions

In the event an employee or volunteer begins their position after the annual training has been completed, this individual must meet with the Director of Staff and Leadership Development to review the policies and procedures and sign the necessary documents. This individual should attend the next scheduled annual training event, if applicable.

6.3 Hero Holiday^TM

Due to the nature and timing of Hero Holiday^TM trips, training for leaders and participants for each trip will attend a training session at the commencement of each Hero Holiday^TM, regardless of whether they were previously a leader or participant in previous years.

7. HARASSMENT

7.1 Introduction

Absolute Leadership Development Inc. is committed to a healthy, harassment-free work environment for all our employees and volunteers. Absolute has developed a company-wide policy intended to prevent harassment of any type, including sexual harassment, of its employees or volunteers and to deal quickly and effectively with any incident that might occur. The behaviour need not be intentional in order to be considered sexual harassment. All harassment is offensive and in many cases it intimidates others. It will not be tolerated within our company.

7.2 Definition of Harassment

Harassment occurs when a person is subjected to unwelcome verbal or physical conduct because of race, religious beliefs, colour, place of origin, gender, mental or physical disability, ancestry, marital status, family status or source of income. Ontario human rights laws prohibit harassment in the workplace on these grounds.
Examples of harassment which will not be tolerated within Absolute include:
1. Verbal or physical abuse
2. Threats
3. Derogatory remarks
4. Jokes
5. Innuendo or taunts about any person’s appearance, religious beliefs, color, place of origin, mental or physical disabilities, ancestry, marital status, family status, source of income or gender
6. Display of pornographic, racist or offensive signs or images
7. Practical jokes that result in awkwardness or embarrassment
8. Unwelcome invitations or requests, whether indirect or explicit

7.3 Definition of Sexual Harassment

Sexual harassment, being discrimination on the grounds of gender, is a violation of the Ontario Human Rights Code. Unwanted sexual advances, unwanted requests for sexual favors and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when:
1. Submission to such conduct is made either explicitly or implicitly a term of, or condition of, an individual’s employment
2. Submission to, or rejection of, such conduct by an individual affects that individual’s employment
Sexual harassment can include such things as
1. Pinching
2. Patting
3. Rubbing
4. Leering
5. “Dirty” jokes
6. Pictures or pornographic material
7. Comments
8. Suggestions
9. Innuendos
10. Requests or demands of a sexual nature

7.4 Procedure for Reporting Harassment

Tell the harasser his/her behavior is unwelcome and ask him/her to stop
Keep records of incidents including dates, times, locations, possible witnesses, what happened and your responses. You do not have to have a record of events to file a complaint, but a record can strengthen your case and help you remember details over time.
File a complaint. If, after asking the harasser to stop his/her behavior, the harassment continues, report the problem to your department manager, supervisor or Human Resources Department.
You also have the right to contact the Ontario Human Rights Commission to file a complaint of sexual harassment and, if circumstances warrant it, a charge of assault may be filed with the police. This report must be made within six months of the incident.

7.5 Dealing with the Complaint

Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem. If appropriate, action taken may include conciliation.
Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence.
If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. Discipline may include suspension or dismissal, and the incident will be documented in the harasser’s file. No documentation will be placed on the complainant’s file where the complaint is filed in good faith, whether the complaint is upheld or not.
If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.
Regardless of the outcome of a harassment complaint made in good faith, the employee logging the complaint, as well as anyone providing information, will be protected from any form of retaliation by either co-workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company or harassment of an individual as a result of her/his having made a complaint or having provided evidence regarding the complaint.

7.6 Responsibility of Department Heads

Harassment will not be tolerated. It is the responsibility of a director, manager, or any person within Absolute supervising one or more employees to take immediate and appropriate action to report or deal with incidents of harassment of any type whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally. Absolute Leadership Development Inc. seeks to provide a safe, healthy and rewarding work environment for its employees and volunteers.

8. OCCUPATIONAL HEALTH AND SAFETY

8.1 First Aid

A first aid kit must be available on each tour bus used for high school shows and on each Hero Holiday^TM trip.
A minimum of one road team member or one Hero Holiday^TM staff member must be fully trained and certified in first aid. Only those designates will be permitted to implement first aid measures.

8.2 Medical Information

All Hero Holiday^TM participants, road team members and leadership students are required to notify Absolute of any medical problems and prescription medications. This information will be kept in strictest confidence and will only be disclosed to the necessary staff members. In the event of an emergency, this information will be made available to other medical personnel.

8.3 Medications

Administering prescription, non-prescription or over-the-counter medications does not fall under the scope of individuals certified in first aid.
All road team members, leadership students and Hero Holiday^TM participants are instructed to carry any necessary prescription medications as well as any other medication which may be required such as Tylenol or Advil.
All medications, both prescription and non-prescription must be stored in original containers.
For Hero Holiday^TM, parents of minors can request that medication be stored and administered for the individual. This is outlined in the Hero Holiday^TM application form. Only a licensed physician or registered nurse will be permitted to administer such medications.
In an emergency situation, a licensed physician attending Hero Holiday^TM may be required to prescribe and administer a medication which has not been previously prescribed. This falls under their scope of practice. Registered nurses are not permitted to prescribe medications or administer medications without a prescription.

8.4 Universal Precautions*

Universal precautions are infection control guidelines designed to protect people from diseases spread by blood and certain body fluids. Always assume that all “blood and body fluids” are infectious for blood-borne diseases such as HBV (Hepatitis B Virus), HCV (Hepatitis C Virus) and HIV (Human Immuno-deficiency Virus).
Universal precautions apply when a person is exposed to the following body fluids:
1. Blood
2. Semen
3. Vaginal secretions
4. Body tissues (any layers of skin or muscle, as they may contain blood)
5. Cerebrospinal fluid (fluid surrounding the brain)
6. Synovial fluid (fluid surrounding the joints)
7. Peritoneal fluid (fluid in the abdominal cavity)
8. Pericardial fluid (fluid surrounding the heart)
9. Pleural fluid (fluid contained in the lungs)
10. Amniotic fluid
11. Any fluid that is not identifiable or contaminated with blood
Universal precautions does not apply to the following:
1. Saliva (except if contaminated with blood)
2. Feces
3. Nasal secretions
4. Sputum
5. Sweat
6. Tears
7. Urine
8. Vomit
When exposed to blood and body fluids, protective barriers must be worn i.e. disposable gloves (and protective eye wear when necessary)
When cleaning up blood/body fluids, use disposable paper towels and place in a plastic bag which should then be sealed and discarded. Disposable gloves should be removed last.
Any contaminated areas must be cleaned with a disinfectant such as household bleach.
Wash hands thoroughly with warm water and soap.

9. Working with the Disabled

It may sometimes be necessary for staff or volunteers to do things of a personal nature for children, particularly if they are young or are disabled. These tasks should only be carried out with the full understanding and consent of parents / guardians and the children involved. There is a need to be responsive to a person’s reactions. If a person is fully dependent on you, talk with him/her about what you are doing and give choices where possible. This is particularly so if you are involved in any dressing or undressing of outer clothing, or where there is physical contact, lifting or assisting a child to carry out particular activities. Avoid taking on the responsibility for tasks for which you are not appropriately trained.

10. Use of Photography and Video

Images of a child may never be broadcast in a situation where the child’s identity is protected (I.E.witness protection, court protections, etc).
Children’s real names must not be published with their images.
Exact locations of the images / children should never be disclosed. (eg. “This is a child from the Northern part of Thailand who is considered ‘at risk’” rather than “This is Danny from 3rd Ave. Grand Falls Newfoundland who has been harassed by his boss”.)
Before sharing a photo, please have a second look to ensure that there are no distinguishing marks that could jeopardize that child. (eg. street signs, recognizable landmarks, etc.)

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Absolute Leadership Development