Policy Management 
    
    Apr 23, 2019  
Policy Management
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HR 13.01pr - Mandatory Reporting Procedures :


PROCEDURE DETAILS
A. GENERAL PROCEDURE 

Employees of Edmonds Community College who have reasonable cause to suspect a child has suffered abuse or neglect shall make a report to the proper law enforcement agency or the Department of Children, Youth, and Families (DCYF) (for information on how to report, contact Human Resources or see the DCYF site for more info). The report must be made at the first opportunity, and never later than 48 hours after the college employee has reasonable cause to believe that a child has suffered abuse or neglect. The reporting requirement is not limited to on campus incidents; state employees are required to make a report any time they have reasonable cause to suspect child abuse or neglect, regardless of whether there is a link to the college.

B.   REPORTERS

All employees, whether faculty, administrative, staff, or hourly (including student employees), must report directly to the proper law enforcement agency or DCYF.

Upon making a report, employees must notify the Human Resources office by submitting a Mandatory Report Incident Report (MRIR). The MRIR form can be found on the Edmonds Community College website. The Human Resources Office may contact the submitter for further information, as needed. Incidents of sexual abuse involving an employee or student also require submission of a sexual misconduct incident report.

C.   ELEMENTS OF REPORT

In accordance with RCW 26.44.040, the report must include the following information, if known:

1.   The name, address, and age of the child.

2.   The name and address of the child’s parents, step-parents, guardians, or other persons having custody of the child.

3.   The nature and extent of the alleged injury or injuries.

4.   The nature and extent of the alleged neglect.

5.   The nature and extent of the alleged sexual abuse.

6.   Any evidence of previous injuries, including their nature and extent.

7.   Any other information that may be helpful in establishing the cause of the child’s injury, injuries, or death.

8.   The identity of the alleged perpetrator or perpetrators.

NOTE: the reporting requirement above does not apply to the discovery of abuse or neglect that occurred during childhood if it is discovered after the child has become an adult. However, if there is reasonable cause to believe other children are or may be at risk of abuse or neglect by the accused, the reporting requirement does apply and a report must be made.

D.   TRAINING

Edmonds Community College will ensure that this policy is communicated such that all employees have knowledge of their reporting responsibilities.

E.   IMMUNITY FROM LIABILITY

Any employee who participates in reporting alleged child abuse or neglect in good faith shall be immune from any legal liability arising out of such reporting.

An employee who, in good faith, cooperates in an investigation of a report of child abuse or neglect shall not be subject to civil liability arising out of their cooperation.

However, an employee who, intentionally and in bad faith, knowingly makes a false report of alleged abuse or neglect shall be reported to the proper civil authorities and will be in violation of college policy.

F.  REPORTING GUIDANCE

The Executive Director of Human Resources is the college’s designee to receive reports and provide guidance regarding an employee’s reporting obligations.

G. CONFIDENTIALITY

The college will seek to protect the privacy of the individuals submitting reports and those involved to the fullest extent possible, consistent with the legal obligation to investigate, take appropriate remedial and/or disciplinary action, comply with the state and federal laws, and follow the college’s policy and procedures. The college cannot guarantee complete confidentiality.

RELATED POLICIES AND PROCEDURES
HR 13.0 Mandatory Reporting Policy 

SOURCE INFORMATION
RCW 26.44.040 Reports–Oral, written–Contents.

CONTENT OWNER. The primary responsibility for this policy belongs to:
Vice President for Human Resources

PRIMARY CONTENT CONTRIBUTOR (Director/Dean)
Vice President for Human Resources

REVIEW PERIOD
Three years.

REVIEW HISTORY
2019-Jan 07  Approved by President’s Cabinet



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