Codes of Conduct

Priests, deacons, pastoral ministers, and staff in our parishes, religious communities/institutes, schools, agencies, and youth serving agencies must exemplify Christian Values and appropriate conduct.  The Model Code of Conduct for priests, Deacons, Pastoral Ministers, Administrators, and Staff (Code of Conduct) provides a set of standards for conduct in certain situations. Within the pretense or context of a ministry relationship, certain behaviors and situations are unacceptable.  To ensure the proper monitoring of activities, especially those pertaining to youth and vulnerable adults, this Code of Conduct intends to establish a balance between encouraging positive and appropriate interactions and hindering inappropriate and/or potentially harmful or unsafe interactions.

Clergy and staff must know that God’s goodness and grace supports them in their ministry, and they must also be aware of the responsibilities that come with the trust offered by those seeking services.

Responsibility for adherence to the Code of Conduct is not optional and rests with the individual. All adults performing work, ministry, or services within the church are expected to follow these guidelines. Clergy and staff who disregard this Code of Conduct will be subject to remedial action by their direct supervisor. These guidelines are a serious matter and will be investigated and resolved in accordance with the Youth Protection policy.

Below is a SECTION of the Code of Conduct. It is STRONGLY ENCOURAGED that clergy and employees read the full Code, found at Clergy and Staff Code of Conduct

A. PERSONAL & PROFESSIONAL INTERACTIONS:

1. Adults may not share sleeping quarters with minors, unless accommodations are barrack-style with multiple adults and multiple minors in the same room. Each adult and each minor must have a separate bed.
2. Adults may not share locker rooms, shower rooms and dressing rooms with minors unless another adult is present.
3. Adults may not accompany minors into restrooms without another adult present unless circumstances make it absolutely unavoidable.
4. Minors should be permitted only in the public section of a rectory, never in the private living quarters.
5. Minors should never be permitted to stay overnight in a rectory, convent or religious community, even if alone in a separate guestroom.
6. Physical contact with youth can be misconstrued and should occur: (a) only when completely nonsexual and otherwise appropriate, and (b) never in private.
7. Church personnel should never be involved with the illegal possession and/or illegal use of drugs and/or alcohol. They must never supply such substances to minors, nor may they consume alcohol while functioning in an official capacity with minors. This includes those who are involved as coaches or managers of youth sports teams.
8. Church personnel should not provide shared or private overnight accommodation for any minors including but not limited to accommodations in any Church-owned facility, private residence, hotel room or any other place, unless ample adult supervision is present.
9. In rare emergency situations when shared or private overnight accommodation is necessary for the health and well-being of the minor, Church personnel should take extraordinary care to protect all parties from the appearance of impropriety and from all risk of harm.
10. A team approach should always be employed in managing emergency situations that require shared or private overnight accommodation for the health and well-being of minors.
11. Physical force or demeaning language should not be used in disciplining minors. Physical force is only permissible to protect oneself, another innocent party, or a person who is out of control.
12. Prudent caution is to be employed regarding physical displays of affection, topics of conversation, and language used with minors.
13. Church personnel must not touch or embrace a minor inappropriately. This includes physical games such as wrestling or tickling. Touching and embracing a minor is not appropriate if it could not also be done comfortably in the presence of the minor’s parent or guardian.
14. Church personnel must not engage in any inappropriate, sexually-oriented conversation with minors.
15. Church personnel must not use inappropriate language or behavior when working with minors.
16. Church personnel should ordinarily not accept gifts from minors, their parents, or vulnerable adults without prior written approval from the pastor or school administrator, and diocesan agencies.
17. Church personnel should ordinarily refrain from giving gifts to minors without prior written approval from the parents or guardians and the pastor or school administrator, and diocesan agencies.
18. Church personnel are prohibited from carrying firearms, explosives or weapons (Diocese of Harrisburg Employee Safety Manual Page 6, #10)

B. THE USE OF ELECTRONIC MEDIA AND ELECTRONIC DEVICES

When communicating with a minor using any form of electronic media or an electronic device it is essential that the communication is consistent with Catholic values. The communication should be respectful to the minor and their parents or guardian and be direct in nature as to avoid any misunderstanding. This includes photos and posts on Facebook, Twitter, Instagram, Snapchat and any other social media platform.

1. Always make every attempt to be transparent when communicating with a minor by including the minor’s parents or guardian and/or other adults in ministry.
2. Private electronic messages (e.g. via email, text, social media platforms, etc.) between an adult and a minor must be avoided.

C. INTEGRITY

All Church personnel must adhere to moral and ethical principles no matter what role or    circumstances they find themselves in.

1. Church personnel must always protect the interests and rights of those who are most susceptible to harm, especially minors and vulnerable adults.
2. Explicit sexual interactions and sexually suggestive interaction with minors, vulnerable adults and co-workers are never appropriate and are prohibited. Church personnel are expected to live a chaste lifestyle that respects self and others.
3. Those who work for or provide service to the Church must protect the confidentiality and privacy rights of others at all times.

D. PROPER CONDUCT FOR INSTANCES OF PASTORAL COUNSELING AND SPIRITUAL DIRECTION

Those who provide pastoral counseling and spiritual direction must respect the rights and advance the welfare of each person with whom they have this type of professional ministerial relationship.

1. Any counseling conducted by Church personnel must be within the parameters of their training or certification from a recognized association of peers or licensure from the State of Pennsylvania. Those who provide pastoral counseling and spiritual direction must not overstep the limits of their competence and should be diligent in referring clients to other qualified professionals when appropriate or necessary.
2. Pastoral Counselors and Spiritual Directors must have a clear understanding with their clients that the purpose of their relationship is only for counseling or spiritual direction.
3. Pastoral Counselors and Spiritual Directors must maintain a clear distinction between the ministry in which they are engaged and other specialized forms of clinical therapy.
4. Pastoral Counselors and Spiritual Directors must make certain that sessions are conducted in appropriate settings and, at appropriate times, supported by a calendar record of the contact. Counseling or spiritual direction should not take place at times or in locations which could make the nature of the session ambiguous or misleading to the client. Sessions may not be conducted in private living quarters.
5. Pastoral Counselors and Spiritual Directors should carefully consider the possible consequences of entering into a counseling relationship with someone whom they have a pre-existing relationship (e.g. employee, professional colleague, friend).
6. Pastoral Counselors and Spiritual Directors must not make audio or video recordings of their sessions.
7. Pastoral Counselors and Spiritual Directors assume the full burden of responsibility for establishing and maintaining clear and appropriate boundaries in all counseling and counseling-related relationships.
8. Pastoral Counselors and Spiritual Directors are to avoid unnecessary social contact with clients during the course of counseling, including the use of social media engagement and communication.
9. Pastoral Counselors and Spiritual Directors are never to engage in sexual intimacies with the persons whom they counsel or with other persons who are close to the client (e.g. relatives or friends). This includes consensual or nonconsensual intimacies and forced physical contact, as well as the use of sexual language or comments which are inappropriate to the professional nature of the relationship.
10. Physical contact of any kind (e.g. touching, hugging, holding) between Pastoral Counselors and Spiritual Directors and the persons whom they counsel can easily be misconstrued and should be avoided. This prohibition of physical contact applies also to the Sacrament of Penance, except for the sacramental imposition of hands.

E. CONFIDENTIALITY

Information disclosed to a Pastoral Counselor or Spiritual Director during the course of counseling, advising or spiritual direction must be held in the strictest confidence possible.

1. Information obtained from clients during counseling sessions must be held in confidence, and disclosed only for compelling professional reasons or as required by law.
2. If there is clear and imminent danger to the client or to others, Pastoral Counselors or Spiritual Directors may disclose to the authorities only the information necessary to protect the parties affected and to prevent harm (e.g. a client that threatens harm to himself/herself or others).
3. If feasible, Pastoral Counselors and Spiritual Directors should inform their client about the disclosure and the potential consequences before the disclosure is made to the appropriate authorities.
4. Pastoral Counselors and Spiritual Directors should discuss with each client, at the start of their professional relationship, the nature of confidentiality including its limits should the client disclose intent to put himself/herself and/or others in imminent danger.
5. Pastoral Counselors and Spiritual Directors should keep appropriate records of the content of counseling sessions.
6. Knowledge acquired by Pastoral Counselors and Spiritual Directors from professional contact with a client may be used in teaching, writing, homilies or other public presentations only when effective measures are taken to safeguard both the client’s identity and the confidentiality of the disclosures.
7. While counseling a minor, if a Pastoral Counselor or Spiritual Director discovers that there is a serious threat to the welfare of the minor and that communication of confidential information to a parent or legal guardian is essential to the minor’s health and well-being, the Pastoral Counselor or Spiritual Director must: Attempt to secure written consent from the minor for specific disclosure if such written consent is appropriate under the circumstances, and · if written consent is not obtained, disclose only the information necessary to protect the health and well-being of the minor, and · consult with the appropriate Church supervisory personnel before disclosure.
8. In conducting group sessions, those who provide counseling must ensure that no individual is subject to trauma or abuse resulting from group interactions. The nature of the group and the parameters of confidentiality regarding all individual disclosures during group sessions must be explained to all participants at the beginning of the counseling session. Such group interactions include pastoral counseling groups, faith formation groups, Renew groups, etc. These obligations are exclusive of the sacramental seal of Confession, which demands that under no circumstance whatsoever may there be any disclosure, even indirect disclosure, of information received through Confession.

F. SEXUAL CONDUCT

Church personnel must not exploit the trust placed in them by the faith community to attain sexual gratification or intimacy.

1. Church personnel who are committed to a celibate lifestyle of complete self-restraint are called to be an example of celibate chastity in all relationships at all times.
2. Church personnel who provide pastoral counseling or spiritual direction services must avoid developing inappropriate intimate relationships with clients. They must conduct themselves in a professional manner at all times.
3. Church personnel must not exploit another person for sexual purposes. This includes, but is not limited to, the creation, distribution and/or possession of all forms of child pornography.
4. Allegations of sexual misconduct are taken seriously and are to be reported to the proper authority in the diocesan office or agency, parish or school, as well as to civil authorities, if the situation involves one who is presently a minor. The norms of the Youth Protection Policy Regarding Alleged Cases of Sexual Abuse of Minors by Clergy or other Church Personnel of the Diocese of Harrisburg and other Diocesan Policies, Procedures, and Guidelines on Child Abuse are to be followed without exception in every situation of this kind in order to protect the rights of all involved.
5. Church personnel should review and know the contents of the child abuse regulations and reporting requirements for the State of Pennsylvania and should follow those mandates.

G. HARASSMENT

Church personnel must not engage in physical, psychological, written or verbal harassment of employees, volunteers or parishioners of any age and must not tolerate such harassment by other Church personnel.

1. Church personnel must maintain a professional work environment that is free from physical, psychological, written or verbal intimidation or harassment.
2. Harassment encompasses a broad range of physical, written or verbal behavior, including without limitation the following: Physical or mental abuse · Racial insults · Derogatory ethnic slurs · Unwelcome sexual advances or touching · Sexual comments or sexual jokes · Requests for sexual favors used as a condition of employment, or to affect other personnel decisions, such as promotion or compensation · Display of offensive materials.
3. Harassment can take place in a single severe incident or as a persistent pattern of behavior where the purpose or the effect is to create a hostile, offensive or intimidating work environment.
4. Allegations of harassment must be taken seriously and reported immediately to the proper authority in the diocesan office or agency, parish or school. The applicable personnel policy of the diocese, parish, school or agency is to be followed to protect the rights of all involved.

H. CONFLICTS OF INTEREST

Church personnel must avoid professional interactions and situations that could present a conflict of interest. Even the appearance of a conflict of interest can call integrity and professional conduct into question.

1. Church personnel should disclose all relevant factors that could potentially create a conflict of interest. Sound moral principles, uprightness, sincerity and transparent accountability must be the hallmarks of conduct for all who serve in the Church diocese or the parish, school or agency is to be followed to protect the rights of all involved.

I. REPORTING ETHICAL OR PROFESSIONAL MISCONDUCT

Church personnel have a duty to report their own ethical or professional misconduct in addition to the misconduct of others.

1. Church personnel must hold each other accountable for maintaining the highest ethical and professional standards. When there is an indication of illegal actions by Church personnel, the proper civil authorities should be notified immediately as well as the proper authority at the diocesan office or agency, parish or school.
2. When an uncertainty exists about whether a situation or course of conduct violates this Code of Conduct or other religious, moral or ethical principles, consult with the Executive Director of the Office of Youth Protection, the Diocesan Director of Human Resources, school administrators, or others who are knowledgeable about ethical issues.
3. When it appears that a member of Church personnel has violated this Code of Conduct or other religious, moral or ethical principles, the matter is to be reported to the employment supervisor, or next higher authority, or the Executive Director of the Office of Youth Protection.
4. Pastoral Counselors and Spiritual Directors are subject to the duty of confidentiality when reporting client misconduct. However, any agreement or duty to maintain confidentiality must yield to the need to report misconduct that threatens the safety, health or well-being of any of the persons involved as stated in Section E, 2.

J. ADMINISTRATION

Employers and supervisors should treat Church personnel justly in the day-to-day administrative operations of their ministries.

1. Administrative decisions made by employers must meet the requirements of civil and canon law and be consistent with Catholic social teachings and this Code of Conduct.
2. Employers and supervisors may not use his or her position to exercise unreasonable or inappropriate power and authority.
3. Employers and supervisors providing services to minors must read and sign this Code of Conduct before providing services.

K. WELL-BEING OF CLERGY AND EMPLOYEES

Church personnel have the duty to be responsible for their own spiritual, physical, mental and emotional health.

1. Church personnel should always be aware of warning signs that indicate potential problems with their own spiritual, physical, mental and emotional health.
2. Church personnel should seek help immediately whenever they notice behavioral or emotional warning signs in their own professional and/or personal lives (e.g. excessive use of alcohol or controlled substances, etc.).
3. Church personnel must address their own spiritual needs, at the heart of which are frequent participation in the celebration of the Eucharist and the Sacrament of Penance. Support from a Spiritual Director is highly recommended.
4. Inappropriate or illegal use of alcohol and drugs is prohibited.

This Code of Conduct (Code) of the Diocese of Harrisburg establishes standard policies and provides guidance for the service of parish, school, or diocesan volunteers. It is the mission of the Diocese to make disciples of Jesus Christ and to witness the love of Jesus Christ to all.

This Code applies to conduct of volunteers that relates to their role in interacting with minors or vulnerable adults within the Church.

An adult volunteer whose ministry involves either regular or unsupervised interaction with minors must complete: a background check to include State, FBI and Child Abuse Clearance certification; safe environment training – every 3 years; mandated reporter training – every 5 years; and agreement to adhere to this Code.

It is strongly encouraged the volunteers read the full Code, which can be found at this link.

1. Ethical Standards for Personal Interactions

1.1 Volunteers will maintain appropriate boundaries and exercise reasonable and appropriate interactions with others.

1.2 Volunteers will relate to others with patience, courtesy and respect, and will work collaboratively and cooperatively with all those serving the Church.

1.3 Volunteers should use positive reinforcement and encouragement, and encourage others to do likewise.

1.4 Volunteers will dress appropriately and consistent with their volunteer roles and activities.

1.5 Volunteers, in their service to the Church, must conduct themselves in a manner consistent with Catholic teaching.

1.6 Volunteers must exercise discretion and confidentiality, and should consult with an immediate supervisor before disclosing confidential information to others

2. Conduct with Minors

2.1 Volunteers must use prudent judgment and common sense when working with minors.

2.2 Volunteers should be aware of their own vulnerability and the vulnerability of others when working with minors. Volunteers should avoid any conduct that a reasonable person could misconstrue as improper. A team approach with appropriate supervision should be in place to promote a safe environment for all.

2.3 Volunteers should not meet alone with any unrelated minor. One-on-one activities are best held with staff supervision in a public area or an area visible to others through a window or open door.

2.4 Volunteers who minister to minors that are home-bound are encouraged to serve in the company of another safe environment trained adult whenever possible.

2.5 Physical contact with unrelated minors must be public, appropriate, and nonsexual. Some examples of permissible physical contact include:

1. Brief side hugs or an arm around the shoulder.
2. Brief pat on the shoulder /upper back.
3. Hand-shakes or “high fives”
4. Holding hands during prayer.
5. Holding hands while walking with young children and those unsteady.
6. Brief touching of hand, head, shoulder or arm.

Some examples of non-permissible physical contact include:

1. Tickling;
2. Massages;
3. Prolonged hugs from the front or rear;
4. Touching of breasts or genitals;

2.6 Volunteers must not possess or use alcohol, tobacco, firearms/weapons or illegal drugs when interacting with unrelated minors, nor provide these items to a minor. Volunteers should take great care to avoid use of medications that impair functioning or good judgment when volunteering with minors.

2.7 Volunteers must not acquire, possess or distribute any pornographic or sexually explicit, profane, or otherwise inappropriate materials, by any means or technology. Volunteers are prohibited from viewing pornographic materials on, or taking pornographic materials onto, the property of a Parish or a School.  Suspected child pornography must be referred to law enforcement immediately.

2.8 Volunteers are prohibited from showing pornographic material to minors and illegally providing alcohol, tobacco, firearms/weapons, or drugs to minors.

2.9 Volunteers must not travel in a vehicle with an unrelated minor without another safe environment trained adult present, except in documented emergencies. In documented situations where groups are being transported with only one adult driver in a vehicle, a sufficient number of drivers should be available to manage unanticipated situations.

2.10 Volunteers must not share private space or overnight accommodations (bedroom, hotel room, tent, camper, bed, etc.) with any unrelated minor.

1. In situations (with minors) in which overnight accommodations are in open spaces (gymnasiums, classrooms, gathering spaces, etc.), actions should be taken to provide suitable supervision and create reasonable separation between sexes and between adults and minors.
2. All events that involve direct supervision of a minor require all adults 18 and older to have their Safe Environment badges and clearances current and approved.

2.11 Communications by volunteers with unrelated minors must be for volunteer ministry-related reasons only. Volunteers must maintain appropriate boundaries in all communications with an unrelated minor, including communications through the use of electronic devices or web-based media.

Volunteers should only communicate to minors or vulnerable adults in a group message or public forum. Any private, one-to-one communication initiated by a minor or vulnerable adult to a volunteer must be shared with the parent/guardian as well as the volunteer’s supervisor.

2.12 Volunteers will not use physical force or use profane, demeaning, or abusive language in interactions with a minor.

2.13 Volunteers are prohibited from providing or receiving expensive or excessive gifts from an unrelated minor without the permission of a parent, guardian, or close family member. Exchanges of modest, appropriate gifts between groups of minors, volunteers, or staff in the ordinary course of diocesan, parish, or school settings are permissible.

3. Reporting Misconduct

3.1 Volunteers must report illegal, unethical or unprofessional behavior to their supervisor or other appropriate church authority.

3.2 Volunteers must self-report to their supervisor as promptly as possible if they are arrested or charged with a crime.

3.3 Volunteers who have reason to believe that a minor is being abused or neglected or has been abused or neglected must immediately (within 24 hours) report the basis for their belief to:

1. 1. Pennsylvania Department of Human Services – ChildLine at 1-800-932-0313 or dhs.pa.gov/keepkidssafe/pages/default.aspx
   2. Your parish/school supervisor. If the abuse may involve your supervisor, contact the Director of Safe Environment (717-657-4804 ext. 234).

• Youth should not possess or use illegal drugs, alcohol, tobacco, or carry weapons of any kind.
• Youth are expected to follow all schedules, rules, guidelines and emergency procedure plans of the program and facility. This includes such as curfew, pager and cell phone use, check-in, going off site.
• Youth are to report any emergencies, concerns and safety issues immediately to adult leaders or chaperones.
• Youth should immediately notify adult leaders or chaperones when noticing a stranger or intruder.
• Youth should socialize only in public areas prior to curfew. No visiting is permitted in sleeping rooms occupied by members of the opposite sex.
• Youth are to obey directives from adult leaders or chaperones.
• Youth are to dress modestly and appropriately.
• Youth are to behave in a manner as not to hurt anyone verbally, emotionally, physically or sexually.
• Youth are to refrain from using profanity.
• Youth are to behave in a manner as to not put down, ridicule or make fun of another person.
• Youth are to be on time and participate in all planned activities.
• Youth are to wear a seatbelt and follow safe travel procedures when traveling.
• Youth are to work towards making the event a good and safe time for everyone.

• Los empleados y los voluntarios tratarán a toda persona con respeto, paciencia, integridad, cortesía, dignidad, y consideración.
• Los empleados y los voluntarios ejercerán la precaución profesional prudente en todas las interacciones con los menores de edad.
• Los empleados y los voluntarios deben evitar situaciones de estar solos con los niños y/o la juventud, en las actividades patrocinadas por la Iglesia, en la propiedad de la Iglesia, o en cualquier capacidad donde sirven como representante oficial de la Iglesia.
  
• Los empleados y los voluntarios deben establecer claramente, los límites apropiados y los límites en todas las relaciones interpersonales con los menores de edad.
• Los empleados y los voluntarios no deben aceptar regalos costosos de niños y/o de la juventud o a sus padres sin la aprobación escrita anterior de su pastor o administrador.
• Los empleados y los voluntarios deben refrenarse de dar regalos costosos a los niños y/o juventud sin la aprobación escrita previa de los padres o el guardián legal y el pastor o el administrador.
• Deberán tener un número suficiente de acompañantes adultos para todos los viajes con los jóvenes, especialmente viajes nocturnos. Un adulto nunca deberá ser el único acompañante en cualquier viaje con los jóvenes. Todos los documentos de autorización o sea, investigación de antecedente criminal (background clearances) se deben obtener antes de que cualquier empleado o voluntario sirva de acompañante en cualquier viaje patrocinado por la Iglesia. Ningún adulto esta permitido permanecer durante la noche, en el mismo cuarto, cama, saco de dormir, o pequeña tienda de campaña (small tent) con menores de edad que no sean sus hijos.
• Los empleados y los voluntarios deben aceptar responsabilidad personal de proveer un ambiente seguro para los menores de edad en todas las actividades patrocinadas por la Diócesis de Harrisburg.
• Los empleados y los voluntarios deben reportar incidentes sospechosos de abusos sexuales al pastor, al administrador o al supervisor correspondiente; el teléfono directo para la protección de la juventud (Diocese of Harrisburg Youth Protection Hotline) en la Diócesis de Harrisburg (800.626.1608); y la agencia para la juventud (Children and Youth Agency). El no reportar actividad sospechosa de abuso a las autoridades civiles es violación de los derechos canónicos, civiles y las leyes penales.
• Los empleados y los voluntarios deben estar bien informados de los requisitos de información asignados por mandato para el estado de Pennsylvania (Commonwealth of Pennsylvania); también deben seguir estos mandatos.
• Los empleados y los voluntarios deben buscar ayuda profesional si él/ella desarrolla una atracción malsana hacia los menores de edad o si él/ella busca con frecuencia la compañía de ellos (en lugar de la de otros adultos).
• Los empleados y los voluntarios no utilizarán el afecto físico para iniciar contacto inapropiado con los menores de edad, ni deben tocar a un menor de edad en una manera sexual o en alguna otra forma inapropiada.
• Los empleados y los voluntarios no tomaran parte en ningún acto de abuso sexual de un menor de edad, que aquí se define como: cualquier ofensa contra el Sexto Mandamiento del decálogo con un menor de edad. Tal ofensa debe ser externa, una violación objetivamente grave y puede incluir (pero no se limita a): (1) contacto sexual real o intento de contacto sexual con un menor de edad; mirar a escondidas sexualmente (voyeurism) a un menor de edad, incluyendo, pero no limitado a la adquisición, posesión o distribución de material o imágenes obscenas o pornográficas conteniendo a menores de edad, o el empleo, la persuasión, el estímulo, la tentación o la coerción de cualquier persona para tomar parte en o para asistir a cualquier otra persona para tomar parte en conducta o presentación sexualmente explícita, o cualquier simulación de conducta sexualmente explicita o con el fin de producir cualquier pintura visual de conducta sexualmente explícita que implica a menores de edad; (3) cualquier acoso sexual, que pueda incluir pero no esta limitado a: (a) comentarios verbales despectivos de una naturaleza sexual, tales como epítetos, bromas, e insultos, o avances sexuales indeseados; (b) exhibición de representaciones visuales lascivas tales como carteles, fotografías, historietas, dibujos o gestos incluyendo los materiales sexuales de orientación despectiva; (c) contacto físico indeseado o insinuaciones sexuales que interfieren con el trabajo o el funcionamiento académico de una persona o que crean un ambiente de intimidación, hostilidad y ofensivo dentro del trabajo o el ambiente académico; (d) amenazas y demandas de someterse a las peticiones sexuales como condición para mantener el empleo, para obtener otros beneficios, ect., o para evitar una alguna pérdida de beneficios o ventajas a cambio de favores sexuales; y (e) la venganza hacia el reportaje o la amenaza de reportar el acoso sexual.
• Los empleados y los voluntarios no utilizarán, no poseerán, ni estarán bajo influencia del alcohol y no utilizarán productos de tabaco, mientras que supervisan a menores de edad en las actividades patrocinadas por la Iglesia o mientras que sirven como representantes oficiales de la Iglesia.
• Los empleados y los voluntarios no comprarán, no transferirán, no poseerán, no recibirán ni distribuirán pornografía infantil; ni poseerán, distribuirán, recibirán, o compartirán, cualquier pornografía mientras supervisan a menores de edad en las actividades patrocinadas por la Iglesia, en la propiedad de la iglesia, o en presencia de menores de edad.
• Los empleados y los voluntarios no humillarán, no pondrán en ridículo, no amenazarán, ni degradarán a menores de edad ni tolerarán tales comportamientos dentro del medio- ambiente en el cual son responsables; ni dañaran la reputación de otros, incluyendo a los menores de edad, divulgando sus faltas o defectos a personas que no tienen motivo para conocerlos, o haciendo acusaciones falsas contra otro individuo.
• Los empleados y los voluntarios no utilizarán castigo físico de ninguna forma para disciplinar a los menores de edad. No hay forma de disciplina física aceptable. Esto incluye pero no se limita a: una paliza, una palmada, el pellizcar, el sacudir, golpear o cualquier otra fuerza física utilizada como venganza o corrección por el comportamiento inadecuado de un menor de edad.
  
• Los empleados y los voluntarios no utilizarán expresiones inadecuadas de afecto con los menores de edad en ninguna actividad patrocinada por la Iglesia o en la propiedad de la Iglesia, incluyendo pero no limitadas a: abrazos muy largos; besos en la boca; el sentar a niños en la falda, quiénes son capaces de sentarse solos, tocándole la parte trasera, pecho o áreas genitales; tocándole las rodillas o piernas; haciéndole cosquillas, jugando a la lucha o cargándoles en las espaldas; cualquier tipo de masaje, sea por un menor de edad hacia un adulto o a otro menor de edad o por un adulto a un menor de edad; el dormir en una cama con un menor de edad; cualquier forma de afecto indeseado; elogios que se relacionan con el desarrollo o con la constitución del cuerpo; y cualquier forma de afecto dada a un menor de edad en privado.
• Los empleados y los voluntarios no se envolverán en conversaciones sexuales con los menores de edad, a menos que tengan que ver con el tema de estudio o como respuesta a preguntas específicas; no discutirán ninguna actividad sexual, fantasía o frustración personal.
• Los empleados y los voluntarios no se desnudarán en presencia de menores de edad ni entrarán en el vestuario o cualquier otro vestuario para los menores de edad sin por lo menos haber otro adulto presente (con una excepción para los entrenadores o coaches).