| |
|
|
|
| |
|
|
|
| |
 |
The aim of the Screening in Faith
project as set out by
Volunteer Canada and the Ontario Screening Initiative is “to provide each faith community with tools to create and
maintain a safe environment, to protect those who are to be cared
for and to prevent sexual, physical and emotional misconduct from
occurring in places of ministry.”
We have an obligation to take reasonable measures to care for
and protect individuals from harm, including but not limited
to sexual harassment, exploitation and assault. |
This obligation is
particularly significant to those who are vulnerable because of age,
disability, handicap or circumstances such as emotional distress or
uncertainty. The risk of harm is greater when members of a Unitarian
Congregation are in a Position of Trust because of their authority
over another and/or their unsupervised access to persons and/or
property or because their role depends on a close personal
relationship with a person to whom service is provided.
In order to address its
duty of
care, Unitarian congregations endorse a policy of
risk
assessment for positions/ministries and activities that place people
in a position of trust.
The
development of appropriate screening policies and procedures is intended
not only to
meet our legal obligations, but even more importantly adequate
screening measures will fulfill our ethical, moral, and spiritual
responsibilities to promote wholeness, accountability, trust, and
care in our ministries.
Sylvia Bass-West, the Director of Life Span Learning at the
Canadian Unitarian Council has been working with congregations on the
project.
|
|
 |
|
|
|
|
|
|
The CUC is
committed risk reduction and to the prevention of sexual misconduct
through a continuing programme of information sharing and education
of clergy, staff and laity. The CUC Board has made a commitment to
this through our work with the Ontario Screening Initiative and
Screening in Faith.
By crafting a Board Policy Statement that suits our
individual congregation’s needs,
developing clear
volunteer and staff position descriptions and guiding principles,
following up on references with staff and volunteers, offering
orientation, training and feedback, developing guidelines when
working with children, youth and other vulnerable individuals at our
national level conferences and meetings, developing disruptive
behaviour policies, harassment and grievance procedures and
practicing good financial stewardship, paths can be forged to help
ensure and maintain the reputation, integrity and vitality of our
beloved religious communities.
|
|
|
|
|
|
|
|
|
|
|
