Policies

Reporting

If you are a victim of abuse or if any clergy, religious, lay employee, or volunteer of the Diocese of Orlando who knows or has cause to suspect that a child or vulnerable adult has been subjected to any form of abuse, child sexual abuse, or neglect by any person, including another diocesan employee or volunteer, religious or clergy, immediately will observe the following procedures:

A. External

Department of Children and Families Services (DCFS)

• Telephone toll free abuse registry hotline at 1-800-962-2873 or 1-800-342-9152 within the same calendar day.
• Respond to local DCFS call back with additional information.
• Follow-up written report must be sent within 48 hours of call, WITHOUT EXCEPTION.

Department of Professional Regulation (DPR)

If suspected perpetrator is a teacher, social worker, or licensed mental health professional:

• Telephone DPR at 1-800-445-6739
• Comply with instructions given by DPR regarding written report and any additional actions.

Law Enforcement

• Notify law enforcement or the state attorney’s office within the same calendar day.

When making a report, record the name of the person taking the report and the case number for the notification made.

B. Internal

• Immediately after telephoning DCF, DPR, and the appropriate law enforcement agency the individual will notify the pastor, school principal, director of religious education, or other responsible supervisor.
• Immediately after receiving notification of a reported child abuse charge the supervisor will contact the victim assistance coordinator, who will then notify the parents.
• Once written reports to DCF, DPR, and any other appropriate agencies are forwarded, the person reporting will give copies of these reports to the responsible supervisor within the same calendar day.
• Immediately after receiving copies of the written reports, the supervisor will forward them to the victim assistance coordinator.

C. Content of Report

• The name, age, gender, address of the child as well as the name of the parent or guardian, the nature and extent of the abuse, and any other pertinent information should be included.
• The name, address, age, and gender and any other pertinent information concerning the alleged perpetrator should also be included.

D. Diocesan

• The victim assistance coordinator receiving the report will notify the Bishop that same calendar day.
• The Bishop and/or his representative will notify the Diocesan Review Board in a timely fashion.

Victim

A. Pastoral Concern

• The primary focus of pastoral concern and support is the victim. Hence, the Diocese will take all appropriate measures to assist in the healing process of the victim.
• Contact with the victim should be restricted to the Bishop and the victim assistance coordinator and any other person designated by the Bishop, so as to avoid confusion as to intent or care.
• The Diocese will offer pastoral support to the family of the victim.
• Notification and contact with the family of the victim will be made by the Bishop, victim assistance coordinator, or other person designated by the Bishop. Every effort will be made to keep the family of any victim who is still a minor properly informed.
• Members of the Diocesan Review Board will meet with the victim and family members as directed by the Bishop or his delegate.

B. Counseling

• Counseling will be offered to the victim and family as appropriate and necessary.

Alleged Perpetrator

A. Diocesan Clergy

• Individual will be informed of the allegations by the Bishop or his representative and will be given an opportunity to respond to the allegations.
• Pastoral support and spiritual guidance will be offered.
• Individual will be advised of his right to seek legal and canonical counsel.
• Individual will be removed from contact with children and placed on administrative leave pending the investigation and psychological evaluation.
• Individual will be sent for a psychological evaluation.
• Individual will be offered whatever residential or outpatient care is recommended.

B. Seminarians

• Individual will be informed of the allegations by the Bishop or his representative and will be given an opportunity to respond to the allegations.
• Pastoral support and spiritual guidance will be offered.
• Individual will be advised of his right to seek legal and canonical counsel.
• Individual will be placed on an administrative leave from the seminary pending the investigation and psychological evaluation.
• Individual will be sent for a psychological evaluation.
• If serious issues emerge in the psychological evaluation the individual will no longer be sponsored as a seminarian for the Diocese of Orlando.

C. Religious Priests, Sisters, and Brothers

• Individual will be informed of the allegations by the Bishop or his representative and will be given an opportunity to respond to the allegations.
• Pastoral support and spiritual guidance will be offered.
• Individual will be advised of his or her right to seek legal and canonical counsel.
• Bishop or his representative will contact major superior of the institute of consecrated life and will request that the individual be removed pending the investigation and psychological evaluation.
• Individual will be asked to go for a professional evaluation either by the Diocese or by the major superior.
• It will be the responsibility of the major superior to send the individual for residential or outpatient care as indicated.

D. Laity

• Individual will be informed of the allegations by the Bishop or his representative and will be given an opportunity to respond to the allegations.
• Pastoral support and spiritual guidance will be offered.
• Individual will be advised of his or her right to seek legal and canonical counsel.
• Individual will be removed from contact with children and placed on administrative leave pending the investigation.
• Individual will be encouraged to go for a professional evaluation and to seek whatever residential or outpatient care is indicated.

E. Restoration of Position

Individuals accused of child sexual abuse will be restored to their former positions or placed in other diocesan positions only under certain conditions:

• If all investigations prove that the accusations were false.
• If there are no outstanding issues that emerge as a result of the evaluation and/or investigation which need to be addressed prior to resumption of an assignment.
• If, in the opinion of the Bishop, his advisors, and any appropriate civil authorities, the individual poses no threat to the well-being of others.
• Nothing in this section shall be construed to preclude the Bishop from removing a priest or other religious from the ministry even if the perpetrator is adjudicated not guilty or if formal criminal charges are not brought.
• In the case of proven child sexual abuse, no one will be restored to a diocesan position.

Communications

• All communications regarding allegations of child sexual abuse will protect the identity of the victim and reflect the confidential nature of the investigation.
• Care will be taken to insure that the rights of the alleged perpetrator are not violated.

A. Internal

• Notification to parishes, schools, priests, religious, lay employees, and volunteers will be made through releases provided by the Bishop or his representative. These will be made available as soon as feasible.
• Any employee found guilty of child sexual abuse will have this information noted in his or her personnel file.
• Inquiries for references in cases of guilty employees should be referred to the Office of Human Resources.

B. External

• All media inquiries will be answered by the spokesperson designated by the Bishop. No other diocesan employee or volunteer is to respond to the media except when so directed by the Bishop or his representative.
• Every effort will be made to insure that all information is disseminated in a timely and appropriate manner. To that end, media releases will be made to appropriate bodies as advisable.

Policy and Procedures for Screening of Church Personnel

The Diocese of Orlando is committed to doing everything in its power to ensure the safety of all those entrusted to its care, particularly children, the elderly, and the disabled. We believe that each individual is created in the image of God and must be treated with dignity and respect. Therefore, the Diocese of Orlando considers any abuse or neglect of any kind to be totally unacceptable and contrary to Christian principles.

All employees, priests, religious brothers and sisters, and covered volunteers in the Diocese of Orlando will be screened in accordance with this policy. Additional screening will be done for clergy and seminarians according to the policies of the Diocese.

I. Glossary of Terms

1. "Employee": Any lay person who is employed by or engaged in ministry in any Diocesan entity, whether part-time or full-time, who is given payment for services rendered, and for whom the Diocesan entity is obligated to withhold payroll taxes (FICA, Medicare, and withholding). This definition does not include independent contractors, consultants, vendors or other persons who are not subject to the supervision of the Bishop of the Diocese and for whom no such duty to withhold payroll taxes exists.
2. "Covered Volunteer": Any unpaid person engaged or involved in a Diocesan activity, or who is involved in a Diocesan ministry and has contact with children, young adults, mentally-challenged children or adults, or the elderly or disabled, whether in a hospital, nursing home, or residential setting, including pastoral visits and distribution of communion.
3. "Church Personnel": For purposes of this policy only, Church Personnel includes all individuals who minister, work, or volunteer in any school, parish, or ministry of the Diocese whose compliance with this policy is sought. The term has no legal meaning or significance outside the scope of this policy and is not indicative of any employment or agency relationship.

II. Policy
In an effort to ensure the safety of those persons under the care of the Diocese, all Church Personnel will be required to submit a completed Criminal Background Check Form as well as a complete set of fingerprints so as to facilitate a criminal background investigation. Eligibility for employment, volunteer work, or ministry will be contingent and conditioned upon a satisfactory background investigation. This background investigation will be updated every five (5) years, except for instructional personnel who are recertified by the State of Florida every five (5) years with an FBI check. This policy applies even if an individual has been cleared through an FBI/VECHS or FDLE check conducted by their employer or another entity.

III. Distribution of Policy and Procedures
A copy of this policy and the procedures for implementation will be distributed to all parishes and other Diocesan entities. All Pastors and designated administrators are to be familiar with this policy and with their respective responsibilities for screening Church Personnel.

IV. Types of Screening

1. FBI (VECHS) and FDLE: All Diocesan employees and covered volunteers including clergy, principals, instructional personnel, seminarians, school employees, directors of religious education, catechists, youth ministry directors and volunteers, religious brothers and sisters, coaches (whether paid or volunteer), music/choir directors, employees and volunteers of Bishop Grady Villas, counselors of children or vulnerable adults, Boy/Girl Scout Troop Leaders, independent contractors working as substitute teachers or temporary school office personnel, and child care center employees 1 and volunteers will be fingerprinted every five years through the FBI/FDLE screening process. For all individuals, this policy supercedes other requirements of any federal or state policy.
2. Safe Environment: All Diocesan employees and covered volunteers as outlined in the above paragraph are required to complete Safe Environment Training.

V. Procedures for Implementation

1. New Church Personnel: Before beginning work or volunteer activities, the individual must complete the appropriate criminal background process and receive clearance from the Office of Human Resources. All offers for any position are contingent upon approval from the Office of Human Resources. All new hires requiring FBI/FDLE checks (and other individuals in emergency cases or when approved by the Office of Human Resources) will be fingerprinted at an approved Diocesan location identified on the Fingerprint Registration Web site. Every five years, these individuals will be required to be re-screened, according to the appropriate type of screening.
2. General Fingerprinting Procedure: Employee or volunteer applicants must register on the Fingerprint Registration Web site. At the time of registration, an appointment may be made to be fingerprinted at a Diocesan approved location. Applicants must take the barcode (provided at registration) with them to the appointment. Fingerprints may be taken by a Diocesan trained or certified employee or volunteer.
3. Third Party Vendors: No third party vendors, other than PrideRock Holding Company, Inc., can be used by any Diocesan entity for the purpose of background checks and/or clearance. Results of all fingerprinting and background checks will be processed through the Office of Human Resources for all Diocesan entities.
4. Safe Environment: After registering on the Fingerprint Registration Web site, applicants will need the barcode provided through that process to take the Safe Environment Training. Applicants may access the training video on the Diocesan Web site. Immediately after viewing the video, applicants will be required to take a subsequent test, consisting of 13 questions. Test results will be automatically forwarded to the Office of Human Resources. Successful completion of this test will satisfy the applicant's Safe Environment Training requirement.
5. Special Procedures for Schools: Instructional personnel certified through the State of Florida will be re-screened every five years pursuant to the State's certification process (this will include a renewed FBI/VECHS check). All other school employees will be re-screened every five years. The State of Florida certification approval and the related screening results for instructional personnel will be reviewed by the Office of Human Resources.
6. Records: Digital fingerprint images will be retained in a secure electronic database through PrideRock Holding Company, Inc. Any identified criminal history, along with Diocesan recommendations for clearance, will be held in a secure location in the Chancery.
7. Clearance Process: Once the background check process has been completed, the Office of Human Resources will notify the parish, school, or designated administrator, electronically in writing, of all individuals who have cleared without restriction. When the completed FDLE/FBI/VECHS background check finds evidence of a conviction or other problem, it is called a "Hit," and the pastor, principal, or designated administrator will be notified confidentially, in writing, regarding the results of the background check and the decision to deny employment or volunteer activity, or restrict an individual's employment or volunteer activity. If an individual is cleared, the notification shall be kept on file at the parish, school, or ministry. Restriction or rejection notices shall be kept in a locked, confidential file, in alphabetical order. When an administrator or pastor is replaced, their replacement shall review the confidential file to ensure that they are aware of any restrictions on a volunteer's or employee's activities. In addition, he or she shall verify, in writing, to the Office of Human Resources that such a review has been completed. Any individual who is rejected or placed on restriction should be told by the pastor, principal, or designated administrator, and given the reasons for the rejection or restriction. If the individual feels there is an error, or that he or she is being unfairly treated, he or she will be required to provide written documentation to the Senior Director of Human Resources before the decision can be reconsidered.
8. Limitations on Use: The Diocese may not use the criminal records, juvenile records, or abuse registry information of a person obtained through this screening process for any purpose other than determining whether that individual meets the minimum standard for good moral character or is otherwise qualified for the position sought.
9. Renewals: Covered volunteers and employees needing to be re-fingerprinted must register on the Fingerprint Registration Web site.

VI. Criteria for Excluding an Individual from Service
Background checks involve a search of any criminal history in the State of Florida (or nationwide if FBI/VECHS). When a "Hit" is received, it is brought to the attention of the Office of Fingerprinting, which, based on the seriousness of the crime or incident, decides whether the applicant can work or volunteer for the Diocese. More often than not, the person is permitted to work or volunteer, but with certain restrictions. For example, if a person has had a DUI or reckless driving conviction, he/she is not permitted to drive on behalf of the parish or school. Serious crimes, especially those involving violence or sexual abuse, will result in the applicant not being permitted to work or volunteer for the Diocese. Persons who have a criminal conviction related to the responsibilities of the position the individual will assume (e.g., a bookkeeper applicant convicted of forgery or embezzlement; a bus driver convicted of DUI or reckless driving), may be excluded from employment, volunteer service, or ministry. Failure to meet the minimum standards of good moral character or the reasonable job-related expectations of the Diocese will be sufficient for preclusion (or immediate termination) from employment, volunteer service, or ministry. In addition, individuals who misrepresent or fail to complete accurately their background information, including any criminal record or activity, will be denied employment or volunteer activity, or, if the inaccuracy or misrepresentation is subsequently discovered, the individual may be immediately terminated from employment, volunteer service, or ministry.

VII. Policy and Procedures Must be Strictly Followed
No one, other than a representative of the Office of Fingerprinting, has the authority to modify or allow any deviation from the Policy and Procedures set forth above. Any modification or deviation must be approved in writing. To ensure compliance, spot audits conducted by the Office of Fingerprinting may occur. Church Personnel who fail to follow the Policy and Procedures of the Diocese will be subject to discipline, up to and including termination of employment, removal from ministry, or cessation of volunteer activity.

VIII. Conflicts with Other Policies and Procedures of the Diocese
If there is a conflict between the Policy and Procedures set forth above and any other Policy and Procedure of the Diocese, the Policy and Procedures for Screening of Church Personnel shall prevail.

Diocesan Review Board

Any allegation of child sexual abuse within the Diocese of Orlando will be reviewed by the Diocesan Review Board. This Board is comprised of at least four lay individuals, a parent, a victim, a representative of law enforcement, and a mental health professional whose practice focuses on victims and/or perpetrators of this type of abuse. The Diocesan representative of the Review Board shall be the victim assistance coordinator. A priest is also named to the Review Board. The director of communications and the Diocesan attorney may participate on the Review Board as appropriate. This Board is advisory to the Bishop in matters relating to sexual abuse. They are asked to look into complaints, to review diocesan policies, and to make recommendations concerning actual cases and preventive measures, as requested by the Bishop.

When an allegation of child sexual abuse is received:

• Florida Reporting Law is followed
• the victim assistance coordinator is notified
• the individual is removed from his/her position pending a law enforcement and internal investigation
• if the accused is a priest, he is sent for an evaluation at a certified healthcare facility
• the Diocesan Review Board is notified of an allegation
• the assistance coordinator will commence an investigation within one week of the notification of the allegation, and shall consult with members of the Diocesan Review Board, the Diocesan attorney, or others
• a recommended resolution will be reviewed with the Diocesan attorney and canon lawyer, and then presented to the Bishop.

Outreach to Victims of Sexual Abuse

Victims of ministerial sexual misconduct frequently feell deep shame or self-condemnation. They may fear not being believed or being blamed by Church officials or members. Many times they may not even realize that the way they were treated was abusive. Sadly, victims can experience a crisis of faith and even leave the Church altogether.

Christ calls us to reach out to the victims in their time of suffering and recovery. The Diocese of Orlando offers victims pathways to emotional and physical healing and ultimately a spiritual journey back to Christ.

We assist victims who have experienced a broken relationship with our Church and we offer support to them in the form of counseling, spiritual healing through the sacraments, and sometimes, monetary restitution to assist them in dealing with life's challenges or other consequences of the trauma often caused by abuse. This help is on-going and does not necessarily end at one meeting or conversation. In the case of a court judgment, it does not end even at that time. Each person's experience is different and the assistance provided is based on the individual’s needs.

For more information on our outreach program and support, contact the Victim Assistance Coordinator at 407-246-7179.

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