Child Protection
Workshop
Presented By: Roger Wingfield
Vice President
Brokerforce Insurance Inc.
Of
Snakes
Doves
&
Millstones
Reducing the Risk
of
Child Abuse in Church Ministries
Be “as wise” as
serpents……………Matt 10:16
Eyesight
Snake vision is remarkable. Generally, vision is best in arboreal snakes
and worst in burrowing snakes. Snakes can detect movement. Some
snakes, such the Asian vine snake, have binocular vision, with both
eyes capable of focusing on the same point. Most snakes focus by
moving the lens back and forth in relation to the retina, while in all
other vertebrates, the lens is stretched.
 Smell
 Snakes use smell to track their prey. It smells by using its forked
tongue to collect airborne particles then passing them to the
Jacobson's organ or the Vomeronasal organ in the mouth for
examination. The fork in the tongue gives the snake a sort of
directional sense of smell and taste simultaneously. The snake keeps
its tongue constantly in motion, (some at 60times per minute)
sampling particles from the air, ground, and water analyzing the
chemicals found and determining humidity, temperature and the
presence of prey or predators in its local environment.
 Vibration sensitivity
 The part of the body which is in direct contact with the surface of the
ground is very sensitive to vibration, thus a snake is able to sense
other animals approaching through detecting faint vibrations in the air
and on the ground.
 Infrared sensitivity
 Pit vipers, pythons, and some boas have infrared-sensitive receptors in
deep grooves between the nostril and eye, although some have labial
pits on their upper lip just below the nostrils (common in pythons)
which allow them to "see" the radiated heat. Infrared sensitivity helps
snakes locate nearby prey, especially warm-blooded mammals.
 Snakes are cold-blooded and require source heat to assist in digestion
of food
 Snakes are guardian by nature


……..and as harmless as doves
The Mourning Dove is a medium-sized, slender
dove approximately 31 cm(12 in) in length.
Mourning Doves weigh an average of 4 to 6
ounces. The elliptical wings are broad, and the
head is rounded. Its tail is long and tapered
("macroura" comes from the Greek words for
"large" and "tail“). Mourning Doves have perching
feet, with three toes forward and one reversed.
The legs are short and reddish colored. The beak is
short and dark, usually a brown-black hue. Doves
feed on seeds, fruit and plants
 Habitats include various open and semi-open
environments, including agricultural and urban
areas. The species has adapted well to areas
altered by humans. The bird is abundant, with an
estimated population of 130 million birds. In many
areas, the Mourning Dove is hunted as a game
bird for both sport and its meat. Its plaintive woooo-oo-oo call is common throughout its range, as
is the whistling of its wings as it takes flight. The
species is a strong flier, capable of speeds up to
88 km/h (55 mph).

Matthew 10: 1
“And when he had called unto him his
twelve disciples, he gave them power
against unclean spirits, to cast them out
and to heal all manner of sickness and all
manner of disease.”
8
Matthew 18: 1-14
Verse 6: (also Luke 17: 2)
But whoso shall offend one of these little
ones which believe in me, it were better
for him that a millstone where hanged
about his neck, and that he were drowned
in the depth of the sea.
9
Mark 9: 35-42
Verse 36 & 37:
And he took a child, and set him in the
midst of them; and when he had taken
him in his arms, he said unto them,
Whosoever shall receive one of such
children in my name receiveth me;…
10
REDUCE THE RISK
Making Your Church Safe from Child
Sexual Abuse
When the term “employee” is used it is
interchangeable with the term “volunteer”

Items to be covered






Definition
Facts/Statistics
Comments
Preventive Measures & Issues
Psychological Effects
Signs of Abuse
13
Items to be covered






Spiritual Crisis
Reducing the Risk
Screening Process
Knowledge Inventory
8 Reasons why Churches get sued
Assessment Checklist for ALL
14
Definition of Sexual Harassment
Is the unwanted sexual advances, or
visual, verbal or physical conduct of a
sexual nature
 Includes many forms of offensive behavior
and includes gender-based harassment of
a person of the same sex as the harasser

15




1 GIRL in 4 is sexually abused before the age of
18
15% of sexual assault victims are boys under 16
Thousands die from the effects of sexual abuse
The report by the Canadian Committee on Sexual
Offences Against Children and Youths indicates:
53% of women and
31% of men
were sexually abused when they were children
Facts

In the USA up to the end of 1992, the
estimated cases of child sexual abuse
was 80,000/year

The number of unreported cases is by
far, much greater
17
Statistics - USA
1987 of 40% of female federal
employees reported incidents of
sexual harassment
 4,000 cases are reported daily
 1997 the EEOC received 15,889
complaints

◦ Up from 6,883 in 1991 (230% increase)
18
Feb. 2,1998 copy
 There is the expectation that even in
Canada the revelation of abuse cases will
increase significantly as a result of the
Maple Leaf Gardens sexual abuse scandal
of 1997

Thompson’s News
Report
19

Insurance industry was told by William
Blakeney that sexual abuse litigation is
a “growth industry” for lawyers and that
the number of victims that have been
affected by sexual abuse is “staggering”
20
Lynn Oldfield of
American Insurance Group


“The key to preventative measures is
the hiring practice”
Document your procedures
a)
b)
c)
d)
e)
Screening
Documented interviews
Reference checks
Police record checks
Probationary period
21
Employer Responsibility

Failure to take the appropriate
investigative action may make the
employer fully liable for all actions of
the employee & be held accountable for
such actions of the employee and the
inaction of
proper investigation by
the employer
22
Easiest form of harassment
Involves the absolute abuse of
power and authority
 Courts hold employers strictly
liable for the acts of the
supervisory employee


23
Employers Liability
Supervisory Staff

Can be held accountable for supervisory
employees actions due to the masterservant relationship

Strictly liable
24
Non Supervisory Staff

If the employer had a knowledge or a
constructive knowledge and failed to
investigate and remedy the situation,
the courts may and will rule against the
employer
25
Non Employees

The employer may also be held liable by
the acts of the employer’s independent
contracts and other non-employees,
including volunteers, in which the
employer had knowledge and failed to
remedy the situation
26
Teachers
Unfortunate part is the accusers may be
minors and protected by law so that the
accused can not sue the minor
 Often found in cases involving
teachers and students (Sunday
School teachers!)
 Many careers and lives are at stake if
action is not taken

27
Preventive Measures
Develop a Sexual Harassment
Policy
Prevention is the best cure
 Written policy must be integrated into
the organization’s culture, values and
ethics
 Proper communication and education
of all existing staff and ALL new
employees/volunteers is critical

29
Policy Should Contain

Clearly state that any type of harassment
including sexual harassment will not be
tolerated
30
Policy needs to contain a detailed
explanation as to the disciplinary
sanctions/actions that may occur should a
violation of the harassment policy occur
 Such disciplinary action may include
discharge of employment

31
Personal Financial Liability

Advise employees there is a tremendous
risk of personal financial liability for
offenders, especially if they are repeat
offenders
32

Contain a detailed straightforward process
for dealing with concerns or complaints of
harassment

Employees/volunteers should be
encouraged to report any incident of
harassment
Policy Manual
33
Assurances

Will be given that the matter will be
investigated quickly with sensitivity
and discretion with no fear of
reprisals or retaliation
34
Communication

Should be at regular intervals and be held
in different forms
35
Examples

New Employees/Volunteers
◦ Provide an explanation of the policy
36
Special Training Sessions
For all employees to deal with harassment
issues
 Review of legal, financial and
emotional consequences
should be included

37
Management Conferences

Make it a part of management
(deacons & elders) conferences,
association conferences & annual
business meetings
38
Solicit Active Participation

Employees to evaluate and make
recommendations for improvement with
proper referral process to upper
management on any changes suggested
39
Lead By Example

Instill in all employees the care that is
required to implement and maintain this
as part of the organizations mandate to
provide a good workplace/worship area
40
Lead By Example

If Management does not follow the
guidelines then the employees &
volunteers, will know that
management does not care and they
will treat the harassment policy with
disgust
41
Investigate All Allegations
Promptly, thoroughly and confidentially
 Management will be noticed and recorded
by employees
 Attention that is given by management
will also impact any exposure the
organization has especially if they do not
take action

42
LEGAL ISSUES
The Child and Family Services Act
(CFSA) in Ontario represents what
society perceives as abuse/molestation
of children
 Organizations involved with children
must adhere to this same law and
apply the same guidelines to the
handling of the children under their
care and custody

43
CFSA Addresses 
Physical harm

Sexual molestation or exploitation

Failure or refusal to provide proper
medical treatment for physical harm or
suffering
44
CFSA Addresses Emotional harm
 Failure or refusal to provide treatment for
a child suffering from a mental, emotional
or development condition which could
impair a child’s future development

45
Each province has a similar Act
 They all state similar guidelines:

that the care-worker(s) is
(are) accountable and
responsible for reporting any
abuse cases
◦ 2 Failure to report this
information to the “Society”
and/or police is a punishable
offense
◦1
46
Ontario Section 72 (2)
The fine is up to $1,000 and/or
imprisonment for up to one (1)
year
 If the courts find the penalty is not
enough for the individual, the court
may impose a penalty against the
deacons, elders, pastors, trustees
or other employees/volunteers or
workers of the church

47
CFSA - note

In Ontario, the
◦ Person who initially suspects
an act of abuse is primarily
and ultimately responsible for
reporting the matter to the
authorities
48
Document All Investigation
Procedures

that occur as a result of an allegation

Protect all employees involved in the
process

All documents may have to be made
available for any civil or criminal court
case
49
Investigation Process





After this has been completed the
employer should meet with the alleged
harassed employee and the alleged
harasser
Explain the process
Communicate the findings
Offer counseling
Clearly state the disciplinary action to be
made
50
Review
After this process has been finalized –
review the whole process of the
harassment policy
 Examine it to determine if any changes
are necessary to prevent this similar
problem from arising again

51

All employers know that all reasonable
steps must be taken to reduce and
eliminate discrimination and harassment
from the workplace

Failure to do this is against the law
52
Abuse with Children

Our relationship with the Lord requires us
to be more diligent:
Matt: 10:16 states
“Behold, I send you forth as sheep in the
midst of wolves; be ye therefore wise as
serpents, and harmless as doves.”
53
Matt. 19: 14 states:
“But Jesus said, Suffer little children,
and forbid them not, to come unto
me; for as such is the kingdom of
heaven.”
54
Child Abuse

Two elements to consider when working
with children
◦ Abuse
◦ Sexual harassment

Psychological result is similar in nature
55
Abuse
Misuse; Maltreatment
 Condition of:

◦ Physical harm wherein a child
suffers physical injury but does
not include reasonable
punishment administered by a
parent or guardian
56
Condition of
◦ Malnutrition or mental ill-health of
a degree that if not immediately
remedied could seriously impair
growth and development or result
in permanent injury or death
◦ Sexual molestation
57
Major Issue

Little children are afraid to tell
anyone what has happened and the legal
procedure for validating an episode is
more difficult
58

Problem should be identified, stopped,
and the child should receive
professional assistance
59
Where Does It Take Place

Child abuse takes place within the family
◦ Parent, step-parent, sibling, aunt or uncle

Occurs from outside the home
◦
◦
◦
◦
◦
Friend
Neighbor
Child care person
Teacher
Random molester
60
Psychological Effects

A child is not psychologically prepared to
cope with sexual stimulation

Future development of that child will be
impeded with long-term effects becoming
visible many years later
61
Protect

Children will try to protect the abuser due
to
◦
◦
◦
◦
Loyalty
Love
Affection
The feeling that the sexual activity is not really
wrong
62
Feelings

When the abuse occurs within the home,
the child will or may fear
◦ Anger
◦ Jealousy
◦ Shame
◦ Be afraid of the family breaking up
if the “secret” is told
63
The Problem Has to Stop

Long-term exposure to this treatment of
abuse will develop:
◦ Low self-esteem
◦ Worthlessness
◦ An abnormal perspective on
sexuality
64
Manifestation

The behavior of sexually abused children
can be separated into three different
areas of manifestation:
◦ Verbal
◦ Physical
◦ Behavior
65
Verbal

Statements that their bodies are:
◦ Dirty
◦ Damaged
◦ That there is something wrong with
them in the genital area
66

Aspects of sexual molestation in:
◦ Drawings
◦ Games
◦ fantasies
67
Statements
“I don’t like ….. (a specific person)”
 “….(a specific person) does things to me
when we are alone”
 “I don’t like being alone with …. (a specific
person)”
 “…. ( a specific person) fooled around with
me”

68
Physical





Refusal to go to school, Sunday school
Delinquency from school, Sunday school
Drug and alcohol abuse
Venereal disease
Torn or bloody clothing
69
Discomfort when sitting
 Difficult in urinating
 Irritation, pain or injury to the genital
area
 Lacerations and/or bruises

70
Behavior





Unusual interest in or avoidance of all
things of a sexual nature
Sleep problems, nightmares
Depression or withdrawal from friends or
family
Seductiveness
Secretiveness
71





Unusual aggressiveness including some
illegal activities
Suicidal behavior
Passive and withdrawn behavior
Fear of entering into a new relationship
Other sever changes in behavior
72
Problems Identified As Adults
Significant gaps in childhood
memory/time
 Nightmares/waking up shaking
 Recurring thoughts/emerging memories of
something “off” during childhood
 Fear/trepidation when visiting parents or
others from their childhood

73
Sexual fears/dysfunction/panic/dread as
an adult
 Sexaholic tendencies as an adult

74
Preventative Measures

Tell children - “If someone tries to touch
your body and do things that make them
feel funny, say “NO” to that person and -

then tell an adult right away!
75

Teach the children that respect does not
mean blind obedience to adults and to
authority
◦ Example
Do not tell children to “always do
everything the teacher or
babysitter tells you to do”
76

Institute a NO-TOLERANCE attitude for
this kind of action on any child

With all legal remedies being taken
77

Do everything to eradicate this problem
through training & education and having
the proper responsibility for our children

If your child tells you something
happened
listen….
78

Staff should have first aid training and the
first aid equipment should be readily
available on site
79

Restrictions as to who is allowed to pick
up your children:
◦
Is it the parent, guardian or other
known and approved person
80

Drop off and pick up points should be
designated

This will assist in who is allowed to pick
up your children
81
Ratio of Staff to Children
Should meet minimum recommendations
as set up by the organization, its board, in
consultation with the legal professional,
especially their lawyer
 A guideline has been established in the
USA by the National Safety Council

82
Guidelines
Age of Children
Ratio of staff
To Children
Max # of
Children
0-2
1:4
8
2-2 1/2
1:6
12
2 ½-3
1:8
16
3-4
1:10
20
4-5
1:13
24
5-6
1:17
32
6+
1:18
32
83
REMEMBER THAT THE CHILDREN
TODAY ARE THE PRODUCT FOR
TOMORROW
DO YOU
WANT THEM TO CONTINUE THIS
ATTITUDE ON THEIR CHILDREN ?
Action Plan

Ensure the child feels “comfortable”

Reducing stress on the child
86
Believe

Believe the child – most children will
not lie about sexual abuse
87
Positive Message

Give a positive message
◦ “I know you couldn’t help it”
◦ “ I’m proud of you for telling me”
88
Not Responsible

Explain to the child that he/she is
Not Responsible Nor are They to
be Blamed for what happened
Respect


Respect the Child’s Privacy
Be careful not to discuss the abuse in
front of people who do not need to
know what happened
89
Report The Incident

Be responsible – report the incident to
“CSFA as they can help to protect the
child and provide resources for further
assistance
90
Medical Examination

Arrange a Medical Examination to
reassure you that there has been no
permanent physical damage and to verify
important evidence
91
Get Help

Seek professional counseling
assistance, even if only for a short time
Sexual Assault Crisis Center
 They are usually available 24 hours a day

92
You Should

Not Panic or Overreact about the
experience of the child; the child needs
help and support to make it through this
difficult time.
93
No Pressure

Do Not Pressure the Child to Talk or
avoid talking about the abuse
◦ Allow the child to talk at his/her
own pace
◦ Forcing information will be harmful
and silencing the child will not help
him/her to forget
94
No Confrontation

Do Not confront the alleged offender
in the child’s presence
◦ The stress may be too harmful to
the child and it is really something
that should be left to the
authorities to do
DO NOT BLAME THE CHILD
95
Preventive Measures
Develop and Implement a Sexual
Harassment/Abuse Policy
 Lead by Example
 Investigate All Allegations
 Document All Investigation Procedures

96
Remember
 IT
IS ALWAYS THE OFFENDER
THAT IS 100% RESPONSIBLE
FOR CHILD SEXUAL ABUSE
 CHILD SEXUAL ABUSE IS
NEVER, NOT IN WHOLE OR IN
PART, THE VICTIM’S FAULT,
INFORMED CONSENT IS NOT
POSSIBLE AT THAT AGE!
97
Whether or not there is an insurance
policy in force, the real issue is that any
church, organization, group, function or
gathering needs to assess it exposures
and institute
Risk Management functions to Mitigate
(lessen) losses!
 Harassment/Abuse is a “hot” topic and
as most claims surface many years
after they occurred, it is imperative that
we PRO-ACT to Risk Management duties
immediately!

98

Failure to properly manage this part of
the business, will create problems … it
is only a matter of time.

For us, in our church, it is doubly
important for us, as God will hold us
accountable for our actions and inactions!
99
Spiritual Crisis
Financial Costs
Litigation
Victimization
of Children
Media
Exposure
Congregational
Disunity
Damaged
Families
Shattered Trust
100
Spiritual Crisis
I don’t believe it
Financial Costs
Litigation
Victimization
of Children
I didn’t join up
for this. I’m gone
Media
Exposure
I was unsure
about him
Congregational
Disunity
Damaged
Families
Shattered Trust
101
REDUCING THE RISK
for the CHURCH





Selection & screening of workers both
PAID and VOLUNTEERS
Reporting process
Disaster Plan
Worker supervision
Adult Leader ratio
102
REDUCING THE RISK
for the CHURCH
Parental permission
 Response Plan
 Screening of leaders – the TEST of being
“Born Again”


Check, Check, Check…
103
Three Points to Consider

The screening procedure is designed to
provide a safe and secure
environment for youth attending your
church; unfortunately, some churches
have become targets of child
abusers/molesters because they provide
immediate & direct access to children in
entrusting and often unsupervised
environment
104
Three Points to Consider

If you fail to screen properly, your
church’s legal liability increases,
exposing the church and congregation to
unreasonable and undo financial hardship
on all members, especially deacons,
elders, trustees and pastoral staff
105
Three Points to Consider

If you fail to screen properly, your
church’s General Liability policy may
exclude or limit coverage for acts of
molestation/abuse; if so, you have a
potentially enormous risk!

Reducing this Risk is worth whatever
inconvenience might be generated in
implementing a screening process!!!
106
Have you Screened the following?
Trained leaders work one-on-one
counselling youth; instruct in games and
Bible study and lead outings
 Listeners listen to verses and do book
work- usually one-on-one; watch for
counselling opportunities
 Helpers prepare snacks, listen, take youth
to bathroom and drive youth to events

107
Have you Screened the
following?



Do they possess a true relationship with
Jesus Christ? Have you tested that
relationship or only taken it at face
value
Do they believe that scriptures as
witnessed by word and action?
Do they adhere to your Statement of
Faith
108
Have you Screened the following?
Are you using them because you are
“short” trained leaders?
 Have you assessed them for the
attributes of leadership?
 Have you “thrust” them into service
without checking out the above?

109
Have you Screened the following?

Are you “concerned” about the
screening process?

Are you really interested in
“preaching, teaching, baptizing and
making disciples?”
(remember the “Great Commission!)
110
QUOTE 1
“Child molestation is a serious
problem. Molesters want to put
themselves in pivotal positions where
they access children. The church
needs to address his societal issue.”

Gene Able, MD, the Cardinal’s
Commission on clergy sexual misconduct
with minors (Chicago: Archdiocese of
Chicago, June 1992)

111
QUOTE 2

“The stakes are very high on all sides.
The credibility of the church rest in
the churches ability to face the
problem of child molesters among the
clergy and remove them. For the child
who is raised in the church and
taught to respect and trust the
authority of the clergy, the betrayal
of trust that occurs when the clergy -
112

- person molests him or her is a
profound violation. The child
quickly realizes that the church is
not a safe place.”
Marie Fortune, “A Mill Stone Round the
Neck”, (Round Table, Spring 1990)
113
QUOTE 3

“No
single pastoral problem is
more painful to us as bishops
than the situation of sexual
abuse where the offender is a
member of clergy or is a person
in the employ of the church and
the offended is a child.”

Archbishop Daniel Pilarczyk, Roman
Catholic Church, Cincinnati, Ohio
114
QUOTE 4

“Children have neither the power
or property. Voices other than their
own must speak for them. If those
voices are silent then children who
have been abused may lean their
heads against window panes and
taste the bitter emptiness of
violated childhoods”
Justice Francis T. Murphy in a speech on
sexual abuse 1985
115

CHILD ABUSE STRIKES CHILDREN
FROM EVERY SOCIAL & ECONOMIC
BACKGROUND, RACE, AGE AND
GENDER. OFTEN IT OCCURS IN
SETTINGS WHERE CHILDREN
COMPLETELY TRUST ADULTS;
HOME, SCHOOLS, CAMPS, ATHLETIC
& PARK PROGRAMS, AND MOST
SADLY CHURCHES
116
Knowledge Inventory

On the following questions, indicate
whether the statement is True or false and
be prepared to support your answer
117





Child sexual abuse always involves
physical contact with the children?
Most child molesters are male?
Child molesters are usually strangers?
Victims of sexual abuse suffer no longterm effects?
One out of five molesters begin their
activity before the age of 18?
118
Only a small percentage of victims are
male?
 Most churches screen workers for
potential molesters?
 Church leaders cannot be held liable for
child sexual abuse?
 Some child sexual abuse victims have
won settlements of $1,000,000 from
churches?

119

A child molester who has experienced a
religious conversion no longer presents
a threat to children?
Child sexual abuse is a criminal offence
in all USA states and Canadian
provinces?
 A child molester may have over 500
victims in a lifetime?
 Churches have in the past been
supportive of victims of child sexual
abuse?

120
Legal: 8 Reasons why
churches are getting sued
1
2
3
4
5
6
7
8
Media attention
Statute of Limitations is removed
New theories of legal liability
Personal Injury
Number of victims
Mandatory reporting of sexual abuse
Support for litigation
Inadequate responses to victims
121
Churches Vulnerability – 6 reasons
why






Community trust
Ignorance of the facts
Lack of safeguards
Number of opportunities
Easy access
Need for more volunteer workers to help with
children and youth programs
122
Why Churches and their Leaders
are Sued?
The Church has a legal responsibility and
is accountable either on the basis of
negligent hiring or negligent supervision.
 Negligence refers to conduct that
creates an unreasonable risk of
foreseeable harm to others
 It connotes carelessness, heedlessness,
inattention, or inadvertence.

123
Assessment Checklist

With each statement, ask if it is True or
False. If you leave it blank, it indicates a
procedure or policy area in which your
church or organization may be vulnerable
to abuse or possible litigation if an
incident occurs:
124
Assessment Checklist

We currently screen all paid
employees, including clergy who
work with your or children

We currently screen all volunteer
workers for any position involving
work with your or children
125
Assessment Checklist
We do a reference check on all paid
employees working with your or
children
 We train all staff who work with
children or youth, both paid and
volunteer, how to carry out our
policies to prevent sexual abuse
 We take our policies to prevent
sexual abuse seriously and see they
they are enforced

126
Assessment Checklist
Our workers understand provincial
laws concerning child abuse reporting
obligations
 We have clearly defined reporting
procedures for suspected incidents of
abuse
 We have a specific response strategy
to use if an allegation of sexual abuse
is made in our church

127
Assessment Checklist
We are prepared to respond to media
inquiries if an incident occurs
 We have proper insurance coverage
with proper limits of liability in force
if a claim should occur

128
The Screening Process

Your church announces a new policy
such that all volunteers who work with
children must immediately complete a
screening form. No exceptions will be
allowed. Suddenly a backlash occurs
from some congregational members:
129
Warning

Bill: What’s going on here? This is an
invasion of privacy! What are they going to
do next – put up metal detectors in front
of the Sunday School classes? The Church
must be a place of trust.”

Mary: “I don’t mind helping out in church
nursery once in a while, but I don’t see
how this is going to work; sometimes we
have to have someone help at the last
minute.”
130

It’s one thing to create a screening policy
– its another thing to make it work
especially when you have committed
workers like Bill & Mary who may express
sincere reservations about the screening.
In formulating screening procedures,
attention must be given to the full range
of concerns that may surface as a result
of the policy.
131

To ensure adequate legal safeguards,
every church must implement an effective
screening program. The manner in which
this is done & the screening forms used
should be a matter of careful thought by
the church. The organization/church
depends upon both paid employees and
mostly volunteers.

Remember –
ALL Workers must be screened
132
Religious Conversion




Should a religious conversion make a difference
for a youth worker who has been guilty of child
molestation in the past???
NO! – Ineligible to work with minors.
How and Where do you use them???
Encourage the person to help, however place
them in a position where they do not
have access to children or youth. You need
to encourage them to be an active member of
your church.
Your position would be virtually indefensible
should an incident occur – the church’s
defense would likely be viewed with derision
by a civil court
133

Simply stated:
◦ If the church places a known
child molester in a position
involving access to children,
they are taking an enormous
risk!
◦ In doing this you have opened
up your process with a weaklink in the chain!
134
Getting to Know You

Conduct a Membership Orientation
process – have special classes to have the
person know and understand your church
and its programs, including the sexual
abuse prevention program that is in place
and that the screening process has to be
completed prior their involvement with
children or youth
135
Getting to Know You

The Six Month Rule: volunteers should
only be permitted to work with children
after they have been members of the
church for a period of time – 6 months is
a good rule. This gives the church the
opportunity of learning more about the
individual and to be able to properly
evaluate them for positions with
children/youth
136
Exception
Volunteers with criminal abuse
violations NOT accepted for any
position involving children or youth!
 Adults who have been convicted or
plead guilty to either child sexual
abuse or physical abuse should not
work with children or youth in any
capacity

137
MENE, MENE, TEKEL, UPHARSIN (Daniel 5:25)
Tekel: Thou art weighed in the balances and art found wanting.
Spiritual
Non Spiritual
Ministry
Prevention
Children
Litigation
Family
Mitigation
Community
Protection
REDUCING THE RISK for the Church
138
How Much Legal Risk Does Your Church Want to
Assume?
The Legal Risk Meter
LOW
REDUCING THE RISK for the Church
HIGH
139

A church’s response to the recommendations made in these materials can be illustrated
using a “risk meter” like the one pictured above. On one side there is low risk and on the
other side there is high risk. Where do you want the “needle” to register- near the low
rating or the high rating? Each church will decide for itself where the needle will appear.

For example, a church leader asks if the church can use someone who has been
accused of abuse but who denies any wrongdoing. Or, a church would like to use a
screening procedure that does not involve reference checks. What about not using a
two adult rule in the nursery due to a lack of helpers on a particular Sunday, or using a
secondary screening procedure for workers who are not occasional volunteers or who
are not church members? What about taking a father/mother along on an overnight
activity who shows up at the last minute and volunteers to help? Such questions come
down to the issue of risk. How much legal risk does a church want to assume?

Churches are free to use only one attendant in nursery, or to conduct little if any
screening of workers. These activities are not “illegal.” But, the effect of this will move
the needle over toward the high side of the meter.

Keep the idea of the “risk meter” in mind as your church makes many decisions that go
into the implementation of a screening procedure. Remember, your decisions in
creating and implementing a prevention program will determine where the needle will be
on your church’s “Risk Meter.”
Reduce the Risk
Child Protection Seminar
For a copy of this presentation or for more information contact
r.wingfield@brokerforce or 1-800-263-9870