The CUC is committed 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. 

All staff and lay leaders and those responsible for pastoral, education or recreational activities in our congregations must be expected to maintain the highest ethical standards of mutual respect, responsibility and caring. We are encouraged to act as models, upholding congregational wellness by paying close attention to healthy, respectful interaction in all relationships with those for whom we have responsibility, especially those most vulnerable. 

Each congregation is encouraged to actively work toward prevention of sexual misconduct and deal with every allegation or accusation promptly, seriously and systematically, in co-operation with the proper authorities, where appropriate.

Congregations, based on their own model of governance and congregational polity  is encouraged to take responsibility both for education about risk assessment, risk management, sexual harassment and assault, and for the general development and implementation of their safety policies.    

The congregational leaders, be they professional or lay, are encouraged to strive to make their places of work and worship for volunteers and employees free from physical, emotional or sexual harm, exploitation, and harassment and ensure that their written operational policies and procedures reflect this and that the ‘present practices’ are in compliance with policy. 

When new staff  are hired and when volunteers are chosen, agreement to comply with all policies of the church including the sexual misconduct policy should be required in writing as a condition of employment or appointment. 

It is suggested that part of the orientation for all new staff and volunteers of congregational boards or committees, as well as other key volunteers, includes a review of your policies and the procedures, in particular those “safe church” policies protecting vulnerable individuals as well as those for making complaints. 

Orientation and training for employees and volunteers normally takes place at the beginning of their term in office or at least within the first six months of their appointment, and then at least every three years thereafter. Training should be specific to the position and we encourage congregations to include safe church policies and procedures in their orientation programs.