Standards for the protection of minors

Minor Protection Standards
for the Meliński Minuth Sp. z o.o.

Preamble

The goal of all actions undertaken by Meliński Minuth Sp. z o.o. is to provide children (minors) under the age of 18 with the opportunity to develop in a safe and secure environment. Through transparent and written policies outlined in the Child Protection Standards, we commit to making every effort to ensure that minors in our space feel comfortable and protected from violence.

The Standards we have introduced are a special measure to protect minors provided for by the Act of 13 May 2016 on Counteracting Threats of Sexual Crime (Journal of Laws of 2023, item 1304, as amended) and the Act of 28 July 2023 amending the Act – Family and Guardianship Code and certain other acts (Journal of Laws of 2023, item 1606).

§1

The standards, adapted to the nature and type of work of the Workplace, i.e. Meliński Minuth Sp. z o.o., hereinafter also referred to as the Workplace, specify in particular:

1. Rules for ensuring safe relationships between minors and each employee of the workplace, in particular, prohibited behavior towards minors.
2. Rules and procedures for intervening in situations of suspected abuse or information about abuse of minors.
3. Procedures and persons responsible for submitting reports of suspected crimes against minors, notifying the guardianship court, and persons responsible for initiating the “Blue Card” procedure.
4. Rules for reviewing and updating standards.
5. Scope of competence of the person responsible for preparing employees to apply the standards, rules for preparing employees and other persons permitted by the workplace to engage in such activities (hereinafter collectively referred to as employees), and the method of documenting this activity.
6. Rules and procedures for making the standards available to parents, legal or actual guardians, and minors so that they can familiarize themselves with them and apply them.
7. Persons responsible for receiving reports of incidents threatening minors and providing them with support.
8. Method of documenting disclosed or reported incidents or events threatening the well-being of minors, and rules for document retention.
9. Requirements for safe relationships between minors, particularly prohibited behaviors.
10. Principles for establishing a support plan for a minor following disclosure of abuse.

§2

1. The workplace has appropriate knowledge and responds immediately to risk factors for child abuse, implementing a procedure to ensure safe relationships between minors and staff.
2. If a risk factor is identified, the employee immediately notifies the workplace, and the Procedure for Intervening in Situations of Child Abuse or Information about Child Abuse is implemented (§ 3).
3. Every employee of the Workplace:
   1. In their relationship with minors, they are characterized by kindness, understanding, and patience, while also being firm and consistent in adhering to prevailing social codes of conduct, moral norms, and legal provisions.
   2. They do not favor anyone, demonstrating objectivity, fairness, selflessness, and respect in their treatment and assessment of each minor.
   3. They respect the dignity of minors as individuals: they accept them and recognize their rights.
   4. They develop independent thinking and reflectiveness in young people and allow them to express their views in a socially acceptable manner.
   5. They remember that parents or guardians are the first and primary educators of children. They respect their rights and support them in the upbringing process.
   6. They treat each child individually, striving to understand their needs and foster their potential.
   7. They teach the principles of personal culture and influence the development of appropriate attitudes.
   8. They appreciate and respect, consider the needs, and act in the best interests of minors.
   9. They do not use any form of violence.
   10. They disclose sensitive data and other information concerning children only to authorized persons when necessary. from the situation of a minor,
   11. does not engage in any inappropriate interactions (including remarks, jokes, or behavior), and responds immediately, in accordance with accepted procedures, to inappropriate behavior by others toward a minor, such as gestures or sharing inappropriate content, psychoactive substances, etc. with minors.
   12. responds immediately, in accordance with accepted procedures, to inappropriate behavior by others toward a minor.
4. Employees of the workplace monitor the situation, react and report the incident:
   1. the school the minor attends,
   2. specialized services if the minor no longer attends school,
   3. parents or legal guardians – if they have their contact details.
5. Detailed rules of conduct in the event of suspected abuse or harm to a minor are included in the Procedure for Intervention in the Event of Suspected Abuse or Information about Abuse of a Minor (§ 3).

§3

1. Waldemar Majka, tel. +48 574570230, email: [email protected], or his/her replacement during his/her absence, serves as the coordinator for interventions in cases of suspected child abuse or information about child abuse.
2. After identifying a risk of child abuse or harm by the employee, another adult, the student’s parents or guardians, or another minor, or obtaining such information from other individuals, including the minor’s parents or guardians, the employee immediately intervenes, informs the person designated by the employer, who serves as the coordinator, and prepares an intervention protocol.
3. The intervention protocol referred to above constitutes Appendix 1.
4. In connection with a suspected risk of child abuse or harm by an employee of the employer, the employer immediately notifies the employee, isolates the minor from the potential perpetrator, and notifies the appropriate authorities.
5. In each of the above-mentioned cases, the minor is immediately provided with care and specialist support as needed.
6. If there is a suspicion that the minor’s life is in danger or is at risk of serious injury, the employee immediately notifies the appropriate authorities (police, emergency medical services) by calling 112 or 998/997. The employer then informs the parents or guardians and completes the intervention protocol mentioned in points 3 and 4. The next steps in this situation fall within the competence of the aforementioned institutions.
7. If the parents or guardians are the source of the abuse or suspected abuse, the employer, if necessary, after assessing the situation, immediately notifies the appropriate institutions and authorities (police, family court, social welfare center, head of the interdisciplinary team, and the “Blue Card” procedure is implemented).
8. If the parents or guardians refuse to cooperate or take the proposed action, despite the minor’s difficult situation, the employer immediately files a report of the suspected crime with the police and prosecutor’s office and requests the family court to review the child’s situation.

§4

1. Monitoring standards should be undertaken by all employees, including through observation and enabling employees to share information in a secure and confidential manner.
2. Standards are monitored and modified during ongoing work (as needed).
3. The Workplace determines:
   1. Verification methods,
   2. Deadlines for its implementation, in collaboration with employees, other individuals, and institutions (as needed),
   3. Method of developing and using the conclusions from the verification, which should be documented in writing and presented to employees.
4. The modified standards are posted on the website, the approved advertisement site, and presented to employees.

§5

1. A person designated by the employer is responsible for preparing employees to apply the standards.
2. Every employee is required to familiarize themselves with these Standards.

§6

The standards are made available on the website and in printed form in a visible place at the workplace.

§7

1. All employees are responsible for receiving reports of incidents threatening minors and providing them with support.

§8

1. The person undertaking the intervention completes a report and submits it to the coordinator, who maintains the reports and keeps a log of incidents.
2. A log of suspected cases of abuse or mistreatment of minors is maintained, which constitutes Appendix 2.
3. All documents related to incidents and events threatening the well-being of minors are stored in a manner that prevents unauthorized access.

§9

1. Employees always respond firmly and consistently to any, even incidental, manifestation of aggression and violence, and also identify desirable behaviors and attitudes.
2. The use of any form of aggression or violence is prohibited.
3. In the event of a breach of security in relationships between minors, the minor must report this to the coordinator for intervention in cases of suspected child abuse or information about child abuse, or to another employee, and the procedures described in this document are implemented. Action is also taken if an employee identifies a suspicion of child abuse or harm.

§10

1. A workplace conducting activities related to the education and care of minors must also vet each person who will be providing care. This applies in particular to individuals conducting training and carrying out activities related to the education of minors.
2. Before admitting them to such work, the employer is obligated to verify whether their details appear in the Sex Offenders Register.
3. Such individuals should also be required to submit information from the National Criminal Register. If the candidate is not Polish, they must also submit a certificate from their country of citizenship and from all countries they have resided in within the past 20 years. If the law of the country from which the information is to be submitted does not require its preparation or the country does not maintain a criminal record, the candidate must declare, under penalty of perjury, whether they have been convicted of crimes against family and care (including bigamy, abuse, sexual harassment, and inducing a minor to drink).

§11

1. These regulations come into force on September 1, 2024.

Appendix No. 1

INTERVENTION PROTOCOL IN THE EVENT OF SUSPECTED ABUSE OR HARM TO MINORS

Appendix No. 2

REGISTER OF EVENTS OF SUSPECTED ABUSE OR HARM TO MINORS