Introduction
Northland Public Library (Northland) does not permit or allow abuses of any kind by anyone who visits Northland or attends/participates in activities sponsored by or related to it, including but not limited to employees, volunteers, patrons, visitors, contractors and service providers. Northland has adopted guidelines pertaining to the time a volunteer or employee is directly working on behalf of Northland.
Code of Conduct
- Patrons, employees and volunteers will be treated with respect at all
- Patrons, employees and volunteers will be treated fairly regardless of sex, color, race, ethnicity, sexual orientation, gender identity or expression, age, disability, religion, national origin, citizenship, or other protected characteristics.
- Employees and volunteers will avoid affection with patrons that cannot be observed by
- Employees and volunteers will adhere to uniform standards of appropriate and inappropriate physical, verbal and electronic interactions.
- Employees and volunteers will not inappropriately stare at or comment on patrons’, employees’ or volunteers’
- Adult employees and adult volunteers (ages 18+) will not date or become romantically involved with patrons, volunteers, or employees under the age of 16.
- While working, employees and volunteers will not use or be under the influence of alcohol or illegal drugs in the presence of patrons, in accordance with the Employee Handbook.
- Employees and volunteers will not seek private time or one-on-one time with a
- Employees and volunteers will not buy gifts for individual
- Employees and volunteers will not make suggestive comments to a child or an adult.
- All forms of bullying are strictly prohibited in the Library, on Library grounds and at Library-sponsored events. Employees who witness bullying will take immediate steps to intervene when safe to do so and report incidents to their supervisor. People witnessing or experiencing bullying are strongly encouraged to report the incident; such reporting will not reflect on the target or witnesses in any way.
Responding to Suspicious or Inappropriate Behaviors or Policy Violations
Because Northland is dedicated to maintaining zero-tolerance for abuse, it is imperative that every employee and volunteer actively participate in the protection of patrons and each other. If employees or volunteers observe any suspicious or inappropriate behaviors and/or policy violations on the part of other employees or volunteers, it is their personal responsibility to immediately report their observations.
All reports of suspicious or inappropriate behavior will be taken seriously. Our procedures will be carefully followed to ensure that the rights of all those involved are protected.
Abuse
Employees and volunteers will not abuse patrons, employees or volunteers in any way including, but not limited to, the following:
- Physical abuse: Examples include, but are not limited to, hitting, spanking, shaking, slapping, unnecessarily restraining or confining an individual, or causing endangerment to an
- Verbal abuse: Examples include, but are not limited to, degrading or threatening an individual, or cursing at someone.
- Sexual abuse: Examples include, but are not limited to, inappropriately touching another, exposing oneself, conversations meant to cause sexual arousal or response, or any type of sexual contact or behavior.
- Mental abuse: Examples include, but are not limited to, shaming, humiliation, or cruelty towards another. This also includes causing a child to be fearful, agitated, depressed or anxious in a severe
The mistreatment or abuse of patrons, employees and volunteers by other patrons while on Library property or while attending any on or offsite Library event will not be tolerated.
Reporting Abuse
Employee Response
As required by mandated reporting laws, employees must report any suspected abuse or neglect of a child—whether on or off Northland property or whether perpetrated by employees, volunteers, or others—to PA Child Welfare Information Solution. A person who mistakenly reports suspected abuse is immune from civil or criminal liability as long as the report was made in good faith and without malice.
Volunteers should report suspected child abuse or neglect to an employee. Volunteers are also encouraged to report suspected child abuse or neglect using the procedure below, although they are not legally obligated to do so.
Mandated Reporting Procedures
- If physical danger is imminent, call 911 to get protection for the child.
- If physical danger is not imminent, immediately call ChildLine at 1-800-932-0313 or file an electronic report at PA Child Welfare Information Solution.
- Submit an incident report to the Executive Director.
If the victim is an adult, the abuse should be immediately reported by the person witnessing the abuse to the state Adult Protective Services Hotline at 1-800-490-8505.
Northland cooperates fully with the authorities to investigate all cases of alleged abuse. All employees shall cooperate to the fullest extent possible in any external investigation by outside authorities or internal investigation conducted by Northland or persons given investigative authority by Northland. Failure to cooperate fully may be grounds for termination.
Failure to Report
As required by law, a mandated reporter who willfully fails to report a case of suspected child abuse following procedures listed above is subject to criminal prosecution for committing a misdemeanor or felony. In addition, if the mandated reporter is Library staff, the individual is subject to disciplinary action, up to and including termination.
Executive Director/Director of Library Services Response to Abuse
In addition to the above response procedures, the Executive Director/Director of Library Services will ensure the following:
- First, determine if the person is still in danger and if so, take immediate steps to prevent any further harm.
- Gather as much information about the allegation as possible. For example, who made the report, who was allegedly abused, who was the alleged abuser, what was the nature of the alleged abuse, where and when did the alleged abuse occur, etc.
- Accurately record everything in as much detail as
- Contact the appropriate local authorities, if applicable.
- If the alleged abuse involves an employee or volunteer, the Executive Director will be notified.
- The accused employee or volunteer will be placed on paid leave until the investigation is
Retaliation
The Library prohibits any retaliation against anyone, including an employee, volunteer, board member or individual, who in good faith reports abuse or molestation abuse, alleges that it is being committed or participates in the investigation. Intentionally false or malicious accusations of abuse or molestation are prohibited.
Anyone who retaliates against someone who has made a good faith allegation of abuse or molestation, or intentionally provides false information to that effect, will be subject to discipline up to and including termination.
Clearances
Employees and volunteers must not have engaged in or been convicted of abuse, indecency, or injury to adults or children. In addition, employees and volunteers cannot have engaged in any activity that would be grounds for denying employment or participation in a program, activity, or service according to the PA Child Protective Services Law.
The following clearances are required for all employees:
- Child Abuse History Clearance
- PA Criminal Background Check
- Federal Criminal Background Check, except for employees under age 18 who have lived in Pennsylvania for at least the past ten years. Those employees must submit a form signed by their parent or legal guardian affirming the minor employee has not been convicted of a disqualifying crime.
The following clearances are required for all volunteers over age 17:
- Child Abuse History Clearance (free for volunteers)
- PA Criminal Background Check (free for volunteers)
- In addition, volunteers who have not lived in Pennsylvania for at least the last ten years are required to obtain a Federal Criminal Background Check.
- Volunteers who have lived in Pennsylvania for at least the last ten years are required to sign a PA Resident Volunteer Verification Form.
Clearances must be no older than five years.
Training Requirements
New employees and volunteers will be trained on this policy during on-boarding/orientation. Existing employees will receive additional training annually. Employees and volunteers will also have access to training in related topics throughout each year.
In-person or online Mandated Reporter Training is required by all library staff. Approved online training is available here: https://www.reportabusepa.pitt.edu/ . Upon completion of in-person or online training, a certificate of completion will be made available. Library staff will give proof of completed training to be filed in their personnel folder. Training for new hires must be completed within 90 days of start date and recertified every 60 months.
Approved 6/27/23