Parks and Recreation

561 Main Street South
Southbury, CT 06488
Maps and Directions

P:(203) 262-0633
Monday - Thursday:
8:00am - 4:30pm
Fri: 8:00am - 1:00pm

Abuse and Molestation Prevention Policy Acknowledgement

Please read the Abuse and Molestation Prevention Policy for Municipal Employees and fill out the acknowledgement form below.
(Please note: after your acknowledgement submission, the confirmation number will appear on the bottom of the page.)

Abuse and Molestation Prevention Policy for Municipal Employees

PURPOSE:

The purpose of this policy is to establish guidelines and procedures to prevent abuse and molestation of children and vulnerable adults by municipal employees working in the Parks and Recreation Department. The Parks and Recreation Department recognizes that children and vulnerable adults are particularly vulnerable to abuse and molestation, and that it is our responsibility to ensure their safety and well-being while under our supervision. This policy is designed to protect children and vulnerable adults from any form of abuse or molestation that may occur during their participation in Parks and Recreation Department programs and activities, whether it is perpetrated by employees, volunteers, contractors, or members of the public. By establishing clear guidelines for the prevention, identiﬁcation, and reporting of abuse and molestation, we aim to create a safe and secure environment for all individuals who participate in our programs and activities.

SCOPE:

This policy applies to all municipal employees working in the Parks and Recreation Department, including full-time, part-time, and seasonal employees, as well as volunteers, contractors, and any other individuals who work in our programs and activities. The policy applies to all Parks and Recreation Department programs and activities, whether they are held on municipal property or on private property. This policy also applies to all forms of abuse and molestation, including physical, emotional, sexual, and neglectful behavior.

Supervisors will be responsible for administering this policy and ensuring that all employees and volunteers under their supervision are aware of its contents and understand their responsibilities under the policy. Supervisors will be responsible for reporting any suspected abuse or molestation to the designated departmental liaison oﬃcer and cooperating with any investigations that may be conducted. Supervisors will also be responsible for taking appropriate corrective action if any employee or volunteer under their supervision is found to have engaged in abusive or molestation behavior. Corrective action may include disciplinary action, up to and including termination, as well as reporting the behavior to law enforcement if it involves criminal conduct.

It is the responsibility of all Parks and Recreation Department employees, volunteers, and contractors to comply with this policy and to report any suspected abuse or molestation immediately to their supervisor or the designated departmental liaison oﬃcer. Failure to comply with this policy or to report suspected abuse or molestation may result in disciplinary action, up to and including termination. By adhering to this policy, we can create a safe and secure environment for all individuals who participate in Parks and Recreation Department programs and activities.

POLICY:

Code of conduct:

All employees working in the Parks and Recreation Department will be expected to adhere to a code of conduct that prohibits abusive or inappropriate behavior towards children and vulnerable adults. This code of conduct will include guidelines for appropriate physical contact, appropriate communication, and appropriate behavior in one-on-one settings. By adhering to this code of conduct, employees can help ensure that all participants in Parks and Recreation Department programs and activities are treated with respect and dignity, and that the risk of abuse or molestation is minimized.

Recognizing Inappropriate Behavior:

It is important for all employees to be aware of the signs and symptoms of abuse or molestation, as well as behaviors that may be indicative of an individual attempting to groom or establish a relationship with a child or vulnerable adult for the purpose of engaging in abusive or molestation behavior. Examples of such behaviors may include, but are not limited to:

Engaging in physical contact with a child or vulnerable adult that goes beyond what is appropriate for the situation, such as hugging, touching, or kissing in a sexual or inappropriate manner;
Making inappropriate comments or gestures toward a child or vulnerable adult, such as commenting on their physical appearance or making sexual or suggestive jokes;
Engaging in secretive behavior with a child or vulnerable adult, such as meeting alone or communicating outside of Parks and Recreation Department programs and activities;
Giving gifts or oﬀering favors to a child or vulnerable adult without a legitimate reason;
Engaging in any behavior that makes a child or vulnerable adult feel uncomfortable or unsafe.

If an employee observes any of these behaviors or has reason to suspect that a child or vulnerable adult may be at risk of abuse or molestation, they should report their suspicions immediately to their supervisor or the designated departmental liaison oﬃcer. It is important to trust your instincts and report any concerns, even if they seem minor or insigniﬁcant.

By being aware of these warning signs and reporting any suspicious behavior, employees can help protect children and vulnerable adults from harm and ensure a safe and welcoming environment for all individuals who participate in Parks and Recreation Department programs and activities.

Prohibition of One-on-One Contact:

To minimize the risk of abuse or molestation, all employees are prohibited from being alone with a child or vulnerable adult whenever possible. When interacting with children or vulnerable adults, employees should aim to have at least 2 other employees with them. If this is not possible, employees should ensure that their interactions with children or vulnerable adults are conducted in a public area or within sight of other adults.

Exceptions to this rule may be made in limited circumstances, such as medical emergencies or when conducting conﬁdential conversations with a child or vulnerable adult. In such cases, employees should notify the reason for the one-on-one interaction and inform their supervisor or the designated departmental liaison oﬃcer as soon as possible.

By avoiding one-on-one interactions with children and vulnerable adults, employees can help reduce the risk of abuse or molestation, as well as ensure that their interactions with these individuals are transparent and open to observation by others.

Background checks:

All employees working in the Parks and Recreation Department will be subject to background checks, including criminal history and reference checks, prior to employment. Background checks may include a criminal history check, a child abuse registry check, and a reference check as well. Employees who have been convicted of abuse or molestation will not be hired or retained.

Supervisors/ HR department will be responsible for initiating the background check process for new employees and volunteers under their supervision. The Parks and Recreation Department will provide a list of approved background check providers to supervisors, who will then select a provider and provide the necessary information to initiate the background check process.

Prior to initiating a background check, the employee or volunteer must sign a consent form acknowledging that they understand the background check is being conducted and that any information discovered during the background check may be used in determining their suitability for employment or volunteering with the Parks and Recreation Department.

Once the background check is complete, the results will be reviewed by the designated departmental liaison oﬃcer or a designated member of the human resources department. If the background check reveals any information that may disqualify the individual from employment or volunteering, the designated departmental liaison oﬃcer or human resources representative will consult with the supervisor to determine the appropriate course of action.

All background check results will be treated conﬁdentially and will be kept on ﬁle in a secure location. Access to background check information will be restricted to those individuals who need to know the information to make employment or volunteer decisions.

By conducting background checks, we can help ensure that all employees and volunteers who work with children and vulnerable adults have not engaged in behavior that may put those individuals at risk of abuse or molestation.

Employee Conduct:

All municipal employees working in the Parks and Recreation Department are expected to conduct themselves in a professional and appropriate manner at all times. This includes refraining from behavior that may be considered abusive or molestation toward children, vulnerable adults, or any other individual participating in Parks and Recreation Department programs and activities. Examples of prohibited behavior include, but are not limited to:

Engaging in any form of physical, emotional, or sexual abuse or molestation;
Making inappropriate comments or gestures toward children, vulnerable adults, or any other individual;
Engaging in any behavior that could be perceived as grooming or attempting to establish a relationship with a child or vulnerable adult for the purpose of engaging in abusive or molestation behavior;
Engaging in any behavior that creates a power diﬀerential between the employee and a child or vulnerable adult, such as requesting or accepting personal favors, gifts, or money from a child or vulnerable adult;
Failing to report suspected abuse or molestation to a supervisor or the designated departmental liaison oﬃcer.
Any employee who engages in behavior that violates this policy will be subject to disciplinary action, up to and including termination. The Parks and Recreation Department takes allegations of abuse or molestation very seriously and will not tolerate any behavior that puts individuals at risk of harm.

It is the responsibility of all employees to report suspected abuse or molestation immediately to their supervisor or the designated departmental liaison oﬃcer. Failure to report suspected abuse or molestation may result in disciplinary action, up to and including termination. By adhering to this policy and conducting themselves in a professional and appropriate manner, employees can help ensure the safety and well-being of all individuals who participate in Parks and Recreation Department programs and activities.

Supervision:

All employees working in the Parks and Recreation Department will be supervised by a designated supervisor or manager who has received specialized training in preventing abuse and molestation. Supervisors will be responsible for ensuring that employees follow established policies and procedures, and will be available to address any concerns or questions that may arise.

Reporting Procedures:

Any employee who observes or suspects abuse or molestation of a child or vulnerable adult by a colleague, contractor, volunteer or member of the public must immediately report the incident to their immediate supervisor or to the designated departmental liaison oﬃcer.

The report should include as much information as possible regarding the incident, including the date, time, location, and names of any witnesses or individuals involved.
If the immediate supervisor is the alleged perpetrator, the employee should report the incident to the next level of supervision, or to the departmental liaison oﬃcer.
Employees who receive a report of abuse or molestation from a member of the public should immediately report the incident to their immediate supervisor or the departmental liaison oﬃcer.
All reports of abuse or molestation will be treated conﬁdentially and will be investigated promptly and thoroughly. The department will take all necessary steps to ensure the safety and well-being of the victim and any other individuals involved.
If the abuse or molestation involves a criminal act, the department will immediately contact the appropriate law enforcement agency.
Any employee who knowingly makes a false report of abuse or molestation may face disciplinary action, up to and including termination.

Employees who report suspected abuse or molestation will be protected from retaliation. Any form of retaliation against an employee who reports suspected abuse or molestation will be grounds for disciplinary action, up to and including termination.

Mandatory Reporting:

All employees who have reasonable cause to suspect that a child or vulnerable adult has been or may be subjected to abuse or molestation must report their suspicions immediately to their supervisor or the designated departmental liaison oﬃcer. Failure to report suspected abuse or molestation may result in disciplinary action, up to and including termination.

In addition, under state law, certain employees, including municipal employees working in the Parks and Recreation Department, are mandated reporters of suspected child abuse or molestation. This means that if a mandated reporter has reasonable cause to suspect that a child has been or may be subjected to abuse or molestation, they are required by law to report their suspicions immediately to the appropriate authorities. Mandated reporters may include, but are not limited to, teachers, coaches, counselors, and medical professionals.

Mandated reporters must make their report to the appropriate state agency as soon as possible, but no later than 24 hours after receiving information concerning the suspected abuse or molestation. The Parks and Recreation Department will provide training to all employees on how to recognize and report suspected abuse or molestation, as well as information on their legal obligations as mandated reporters.

By adhering to mandatory reporting requirements, employees can help ensure that suspected cases of abuse or molestation are reported promptly and appropriately, and that children and vulnerable adults are protected from harm.

Training:

All employees working in the Parks and Recreation Department will receive training on recognizing and preventing abuse and molestation of children and vulnerable adults. The training will include information on signs of abuse, reporting procedures, and best practices for preventing abuse.

No Retaliation:

Employees who report suspected abuse or molestation will be protected from retaliation. The Parks and Recreation Department is committed to ensuring that all employees are able to report suspected abuse or molestation without fear of retaliation. Retaliation against an employee for reporting suspected abuse or molestation, cooperating in an investigation, or participating in a legal proceeding related to abuse or molestation is strictly prohibited and will not be tolerated.

Employees who believe they have been subjected to retaliation for reporting suspected abuse or molestation or cooperating in an investigation should report their concerns to their supervisor or the designated departmental liaison oﬃcer immediately. The department will take appropriate action to investigate the allegation and, if necessary, take steps to prevent further retaliation.

Retaliation can take many forms, including but not limited to, demotion, suspension, termination, negative performance evaluations, denial of promotions or training opportunities, and harassment or intimidation. Employees who engage in retaliation may be subject to disciplinary action, up to and including termination.

By providing assurance that there will be no retaliation for reporting suspected abuse or molestation, employees can feel conﬁdent that they can raise concerns about potential abuse or molestation without fear of repercussions. This helps to promote a culture of openness and accountability, which is essential for ensuring the safety and well-being of all participants in Parks and Recreation Department programs and activities.

Connecticut Laws, Rules, and Guidelines:

In addition to the policies outlined above, Parks and Recreation Department employees in Connecticut are subject to state laws, rules, and guidelines related to the prevention and reporting of abuse and molestation. Some of the key Connecticut laws, rules, and guidelines related to this topic include:

Mandatory Reporting: Connecticut law requires certain professionals to report suspected child abuse or neglect to the Department of Children and Families (DCF) or law enforcement. Failure to report suspected abuse or neglect may result in criminal and civil penalties.

Criminal Background Checks: Connecticut law requires certain employees who work with children to undergo a state and national criminal background check prior to employment. The department will obtain written consent from the employee prior to running a background check.

Code of Ethics: The Connecticut Oﬃce of Early Childhood has established a Code of Ethics for early childhood professionals, which includes guidelines related to the prevention and reporting of abuse and neglect.

Training Requirements: Connecticut law requires certain professionals who work with children to receive training on recognizing and preventing child abuse and neglect. The department will provide such training to all employees.

Responding to Inappropriate Behavior, Breaches in Policy, and Allegations and Suspicions of Child Sexual Abuse:

The Parks and Recreation Department takes all allegations of child abuse or molestation seriously and will respond promptly and appropriately to any reports or suspicions of such behavior. All employees have a duty to report any inappropriate behavior, breaches in policy, or allegations or suspicions of child sexual abuse.

If an employee observes or suspects inappropriate behavior, they should report it immediately to their supervisor or the designated departmental liaison oﬃcer. All reports of inappropriate behavior will be taken seriously and will be thoroughly investigated by the department. The department will take appropriate action to address any breaches in policy and to ensure the safety and well-being of all participants in department programs and activities.

If an employee becomes aware of allegations or suspicions of child sexual abuse, they should report it immediately to their supervisor or the designated departmental liaison oﬃcer. The department will report all allegations of child sexual abuse to the appropriate authorities, including the Department of Children and Families (DCF) and/or law enforcement.

If an employee is accused of child abuse or molestation, the department will conduct a thorough investigation and may take disciplinary action, up to and including termination, if the allegations are substantiated. The department will also cooperate fully with any law enforcement or regulatory agency investigations related to the allegations.

It is important to note that any allegations of child abuse or molestation should be taken seriously and should be reported promptly. Failure to report suspected abuse or molestation may result in criminal and civil penalties, and may also place children at risk of further harm.

By establishing clear policies and procedures for responding to inappropriate behavior, breaches in policy, and allegations and suspicions of child sexual abuse, the Parks and Recreation Department can help ensure the safety and well-being of all participants in department programs and activities.

REVIEW AND UPDATE:

This policy will be reviewed and updated on a regular basis to ensure that it remains eﬀective and up-to-date with best practices for preventing abuse and molestation.

CONCLUSION:

The Parks and Recreation Department is committed to preventing abuse and molestation of children and vulnerable adults. This policy outlines the procedures and guidelines that all employees are expected to follow to ensure that our parks and recreation programs are safe and welcoming for everyone.

ACKNOWLEDGMENT - SIGNATURE REQUIRED
(Note: All fields are required.)

EMPLOYEE/VOLUNTEER STATEMENT OF CONSENT

By typing my name in the ﬁelds below, I acknowledge that I have read and understood the Minor Abuse Prevention Policy. I further acknowledge and understand that agreeing to comply with the contents of this Policy is a condition of my involvement with the Southbury Parks & Recreation programs.

First Name

Last Name

Position with Parks and Rec

Date

PARENT/GUARDIAN ACKNOWLEDGEMENT IF EMPLOYEE/VOLUNTEER IS UNDER THE AGE OF 18. (If you are over the age of 18, please type N/A in both fields.)

First Name of Parent or Guardian

Last Name of Parent or Guardian