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CHURCH BOARD GUIDE TO A CHILD SEXUAL ABUSE PREVENTION POLICY


that can be used to assist staff members who will conduct interviews. Employees of these agencies may be able to provide helpful assistance regarding their own screening process and interview questions.


Conduct additional background checks Once a provisional offer of employment is made, many organizations then conduct additional background checks, including a criminal records check. Conducting criminal records checks on paid employees is becoming a more common practice. It helps to reduce the risk of negligent selection, and we recommend conducting such checks on all paid employees. Today, criminal record checks can be conducted online.


Religious conversion Should religious conversion make a difference in working with chil- dren or youth for individuals who have been guilty of child molestation in the past? Occasionally, such persons freely admit to a prior incident, but now insist that as a result of their conversion experience they no longer are a risk to children. A church should not put these individuals in any position with children or youth. The issue is not the person’s conversion or salvation, but the safety of the children and the respon- sibility of church leaders. Establishing threshold standards for workers is consistent with biblical teaching. The church has a paramount duty to safeguard children. Furthermore, from a legal standpoint, a church that permits such an individual to work with children or youth, on the basis of the professed religious conversion, will have a virtually inde- fensible position should another incident of molestation occur. These cases can lead to punitive damages for the church, and personal liability for the leaders. Church leaders that place a known child molester in a position involving access to children are taking an enormous risk.


Ensure confidentiality and recordkeeping Churches that screen paid employees will generate a number of highly confidential documents. It is critical that the confidentiality of these documents be maintained. A church may be sued if information con- tained in these documents is intentionally or inadvertently disclosed or is accessed by persons without proper authorization. Obviously, this


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