Policy for the Protection of Pastoral Relationships

I. INTRODUCTION:

Lord Jesus Christ urges us to receive and serve the least among us as we receive and serve him. Our churches are to be havens of safety for all. In Baptism, we promise to seek and serve Christ in all persons, love our neighbors as ourselves, strive for justice and peace, and respect the dignity of every human being. When a person is baptized, we in the congregation promise to help that child of God grow into the full stature of Christ.

The Church has always recognized that those in ordained ministry bear a particular responsibility to pattern their lives according to Jesus’ example. Not only are bishops, priests, and deacons regarded by the faithful and the world as examples of what a Christian life should be but any moral offense by clerics is especially hurtful because it betrays that trust committed to them by the Church to nurture and care for every member.

In recent years it has become increasingly clear that some clergy, lay employees and church volunteers have engaged in inappropriate sexual behavior which has hurt the very persons entrusted to their care. Unfortunately, in the past, instances of such behavior were sometimes denied by church authorities or dealt with secretly. Clergy offenders were sent on to another congregation or diocese. Lay employees and church volunteers were permitted to stay in positions of trust or quietly moved on to other congregations while victims were neglected or even blamed and congregations ignored. Such responses fail to implement the standards of justice and Christian love that God requires of the Church.

Since at least 1992, the Diocese of Iowa has worked to establish clear standards concerning Sexual Misconduct and, where allegations of Sexual Misconduct have been made, to establish procedures which afford a full and fair hearing to persons making complaints, alleged victims (if not the person making the complaint) and to alleged offenders.

The primary intent of these Policies has been and continues to be the prevention of occurrences of Sexual Misconduct in the first place and the assurance that, where allegations of Sexual Misconduct are made, the response to any allegation or instance of Sexual Misconduct will be just and compassionate, and so may allow God’s grace to work redemptively and healing to occur for all involved.

Sexual Misconduct Prohibited. The Diocese of Iowa strictly prohibits sexual abuse of children and sexual harassment and exploitation of adults.

Compliance Required. Compliance with these policies is required of all congregations in the Diocese of Iowa. They should be reviewed annually by the Vestry/Bishop’s Committee. The “Compliance Checklist” (Appendix Q) is to be attached to a copy of the official minutes of the Vestry/Bishop’s Committee meeting documenting the annual review of these policies and sent to the Bishop of the Episcopal Diocese of Iowa. These policies are supplemented by the “Episcopal Diocese of Iowa Policy for the Protection of Vulnerable Adults”. In the event of any inconsistency between these policies and the Policy for the Protection of Vulnerable Adults, the more restrictive provision shall be followed.=

II. KEEPING ADULTS SAFE: Prevention & Response to Boundary Violations and Suspected Sexual Exploitation

A. Definitions

• Sexual exploitation is the development or attempted development of a sexual relationship between a person in any ministerial position, lay or ordained, and an individual with whom he or she has a Pastoral Relationship.

• A Pastoral Relationship is a relationship:

• Between any clergy person and any person:

• Who attends a congregation or other ministry setting in which the clergy person serves
• Who seeks ministry from the clergy person

OR

• Between any clergy person or any duly-appointed lay person, whether employee or volunteer, who is authorized to provide and does provide:

• Counseling
• Pastoral care
• Spiritual direction or spiritual guidance
• Ministration of any Sacrament (other than the distribution of the Bread and Wine by a lay person at a public service of Holy Communion)
• Life, leadership, peer coaching
• Hearing a person’s confession, in the course of the duly-authorized ministry and those they serve in the course of these ministries.

OR

• The following ministers licensed under Canon III.4: Pastoral Leaders, Worship Leaders, Preachers, Eucharistic Visitors, and Catechists and those they serve in the course of these ministries.

• Sexual exploitation includes, but is not limited to the following actions:

1. Verbal: such as sexual innuendo, indecent proposals, sharing sexual stories, jokes or fantasies, or making inappropriate comments about someone’s appearance.

2. Behaviors: such as inappropriate touching, sending or posting communications with sexual content (correspondence, email text messages, instant messages, photographs, attachments, phone conversations, voice mail, etc).

3. Sexualizing a Pastoral Relationship or relationship between a clergy or lay person and anyone to whom he or she provides ministry (e.g., requesting dates, giving unwanted attention, etc).

Clergy and their church-members should resist forming romantic relationships, especially those that might develop across pastoral lines.

Clergy and Lay Pastoral Care Providers need to be aware of the potential for perceived power inequities between the provider and a counselee. They also need to remain mindful of the vulnerability of someone undergoing or recovering from a crisis or in the midst of a life transition. Similarly, persons in crisis or life transitions (such as divorce, bereavement, career change, or the ordination process) should be encouraged to recognize that they are in a place in life which calls for caution in starting a new relationship, especially a romantic one. This is all the more applicable when the person the individual desires, or who desires the individual, is a trusted counselor, priest, or deacon.

On very rare occasions, an ordained leader and a lay member of the same church may wish to begin dating or find that they have fallen in love. In such instances, the couple must, jointly or individually, contact the Bishop and arrange a meeting to discuss the relationship. Exceptions to the policy on romantic relationships may be made under limited circumstances. In those instances, the Bishop will develop guidelines applicable to the specific relationship, on a case-by-case basis.

B. Safeguards for Preventing Sexual Exploitation of Adults

1. Screening and Selection

Any and all Persons Who Have Pastoral Relationships shall be screened and selected using the following tools and procedures:

Persons Who Have Pastoral Relationships shall be screened before engaging in Pastoral Relationships.

a. Applicants shall be known to the leadership of the congregation for at least six months.

b. Background Screening

• An Application form (Appendix K) completed by the applicant that includes an authorization for the release of information to conduct background screening and reference checks and that also includes the Code of Conduct.

• Criminal Background Check for people who will be working with vulnerable adults in the home of the vulnerable adult in any state where the applicant has resided during the past seven years. (see Appendix F)

• Sexual Offender Registry Check in any state where the applicant has resided during the past seven years. (see Appendix G)

• Individual Interview with the applicant. (see Appendix L)

• Reference Checks of applicants should include at least one relative outside the congregation and at least one other person outside the congregation. (see Appendix K)

c. All information gathered about an applicant will be carefully reviewed and evaluated to make a determination, in consultation with others as necessary, of whether or not the person is appropriate to engage in Pastoral Relationships.

d. Persons Who Have Pastoral Relationships must have a personnel file. This file is to contain the person’s written application, documentation of references and background checks, including criminal record and sex offender registry, and documentation of participation in Safeguarding God’s People training (sexual exploitation prevention training developed by the Church Pension Fund). Personnel files should be kept in the church in a locked cabinet so that there is reasonable assurance of privacy. Personnel files shall be available to the Bishop, if he so desires, at the time of the Bishop’s Visitation.

e. Persons Who Have Pastoral Relationships who transfer within the Diocese of Iowa and apply for or are asked to or who do undertake a position in which they have Pastoral Relationships are required to undergo the same screening and selection process specified above. This requirement may be met through a transfer of a copy of their personnel file to the new congregation, school, agency, or program together with completion of a new application, individual interview and reference checks with the congregations, schools, agencies or other programs for which the applicant has had Pastoral Relationships since the screening was last done as shown in the applicant’s personnel file.

2. Education and Training

Before any person engages in Pastoral Relationships s/he is required to complete Safeguarding God’s People: Preventing Sexual Exploitation in Communities of Faith training. If that is not possible, this policy must be reviewed and discussed with her/him before s/he has Pastoral Relationships. The rest of the education and training must be completed within six months of beginning to have Pastoral Relationships. All persons who supervise Persons Who Have Pastoral Relationships or are members of decision-making bodies who have the authority to approve the creation of ministries, programs, church activities, or policies involving Pastoral Relationships (such as Standing Committees, Diocesan Councils/Executive Boards, Vestries, and Bishop’s Committees, Boards of Directors for Schools) must complete Safeguarding God’s People: Preventing Sexual Exploitation in Communities of Faith training within six months of becoming a supervisor or decision-maker.

3. Monitoring and Supervising

The monitoring and supervision of programs and activities involving Pastoral Relationships is important for safeguarding adults from sexual exploitation. Monitoring and supervision should include, but are not limited to:

• Maintaining an up to date list of approved Persons Who Have Pastoral Relationships in the church office or other place where church records are kept.

• Requiring that all new activities that include Pastoral Relationships have the approval of the rector or canonical equivalent before they start. Requests to develop new activities should be submitted in writing to the rector. The rector will consider whether the plan for a new activity includes adequate monitoring and supervision.

• Requiring that all Persons Who Have Pastoral Relationships be approved to do so by the rector or canonical equivalent in accordance with the Screening and Selection process above.

• Guidelines for Settings where Pastoral Relationships take place:

• these settings should, whenever possible, be places where casual monitoring by others is convenient (for example along well-traveled hallways or in areas where other Church Personnel work nearby).

• they should be in open, visible spaces or in closed spaces that have windows that remain unobstructed by closed blinds, furniture, plants, or other adornments – a sense of privacy can be maintained by arranging furniture so that Persons Who Have Pastoral Relationships are always visible, but the parishioner or visitor does not feel exposed.

• comfortable chairs set at a 45 degree angle from each other create a good area for conversation – couches and love seats are discouraged but if they are used Persons in Pastoral Relationships should not sit on them with parishioners or other visitors – having furniture that reclines can leave persons open to false allegations of inappropriate behavior.

• if the space has a private entrance, and it is used, be sure staff knows when someone is in the space and when it is being used for Pastoral Relationships.

• artwork should be tasteful without offending the staff or other visitors.

4. Behavioral Guidelines for the Prevention of Sexual Exploitation of Adults

When creating safe boundaries for Persons Who Have Pastoral Relationships, it is important to establish what types of interactions are appropriate and inappropriate. Stating which behaviors are appropriate and inappropriate allows Church Personnel to comfortably show positive affection in ministry, and yet identify individuals who are not maintaining safe boundaries with other adults.

These Guidelines are: based, in large part, on avoiding behaviors known to be used by those who have engaged in sexual exploitation of adults; intended to assist Church Personnel and Congregants in monitoring and supervising behaviors and interactions of Persons Who Have Pastoral Relationships to help maintain appropriate boundaries at all times; intended to be used to make decisions about interactions of Persons Who Have Pastoral Relationships with those with whom they have a Pastoral Relationship; and to be carefully followed by all who are involved in Pastoral Relationships.

Some appropriate interactions, as long as they are welcomed by the recipient, are listed below:

• brief hugs

• pats on the shoulder or back

• kisses on the cheek

• handshakes

• holding hands during prayer

Some inappropriate interactions in Pastoral Relationships and other ministries with adults include:

• inappropriate or lengthy embraces

• kisses on the mouth

• touching sexual areas of the body

• showing affection while in isolated areas such as bedrooms, closets, staff-only areas or other private rooms

• any form of unwanted affection, comments or compliments (spoken, written, or electronic) that relate to a person’s body or appearance that are at all suggestive. Examples would be, “You should wear that outfit more often,” or “You look really hot in those jeans.”

• giving gifts or money to and the receiving of gifts or money from favored individuals

• repeated and/or private meetings with individual adults in settings that might be construed as “romantic”

• repeated electronic communications, such as email or text, especially those that contain personal disclosures or solicitations of an intimate relationship

• seeking excessive private time with a specific adult

• changing one’s manner of dress when in the company of a specific adult

• providing a specific adult with personal access such as one’s personal email address or cell phone number if that is not the norm

5. Responding to Problems

If you believe that you or someone else has been subjected to sexual exploitation, actions that violate this policy or inappropriate behavior, you may make your concerns known to the offending person if you are comfortable doing so, or you may report your concerns in accordance with the following:

Reports of suspected or known sexual exploitation may be reported to: the rector or clergy person in charge of the congregation, the Senior Warden of the congregation, or the bishop via any of the following: telephone call, e-mail, letter, fax, in-person meeting, filing a “Confidential Notice of Concern”.

Church Personnel are required to report any suspected or known policy violations to the rector or clergy person in charge of the congregation. All reports of sexual exploitation, policy violations or inappropriate behavior under this policy will be taken seriously.

III. Keeping Adults Safe: Preventing & Responding to Sexual Harassment

A. Definitions

Sexual harassment includes unwelcome sexual advances and requests for sexual favors. Other unwelcome conduct which may constitute sexual harassment includes, but is not limited to, the following:

Verbal:

• repeated sexual innuendos, sexual epithets, derogatory slurs, off-color jokes (for example, jokes that include sexual language, innuendo, references, scenarios, etc.); propositions, threats, or suggestive or insulting sounds (for example, comments about body, sexuality, etc., including insults and innuendo) even if the comment is about someone else;

• inappropriate e-mail (for example, e-mail that includes sexual jokes or other references of a sexual nature about any person, gossip or speculation about a person’s sexuality, sexual practices, sexual health, pregnancy, virility, etc.). This includes e-mail that was sent accidentally, for example by hitting the “forward” button instead of “reply,” or forgetting that a particular individual or worker is on one of your group lists.

Visual/Non-Verbal:

• derogatory posters, cartoons or drawings (for example, cartoons and calendars that include nudity, sex acts, provocative poses, innuendo, sexual language, etc.);

• suggestive objects or pictures (for example, photographs that include nudity, sex acts, provocative poses; wallpaper, Screensavers, or other electronic displays of a sexual nature);

• graphic commentaries; leering; or obscene gestures (for example, vulgar gestures, gestures simulating sexual acts, “shooting the finger,” kissing the air toward someone or licking the lips in a sexually suggestive or provocative manner).

Physical:

• Unwanted physical contacts (including touching, interference with an individual’s normal work movement, unwelcome displays of romantic or sexual affection, aggressive physical contact or assault); and

Other:

• Making or threatening reprisals to an individual who opposes, objects to or complains about sexual harassment; possession of inappropriate material of a sexual nature in the Church or its display, duplication, or transmission.

Such verbal and physical conduct may constitute harassment when:

A. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or other Church work;

B. Submission to or rejection of such conduct by an individual is used as a basis for employment or other Church work decisions affecting such individual;

C. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

All church personnel, whether supervisory or non-supervisory, and whether paid or volunteer, are

prohibited from engaging in the conduct prohibited by this policy.

Retaliation
The Church will not take any action in retaliation against any Church Personnel who, in good faith and with a genuine belief that he/she has been sexually harassed, brings or voices a complaint pursuant to this Policy or otherwise opposes sexual harassment. In addition, the Church will not tolerate any retaliatory acts by other individuals. Retaliation is a serious violation of Church policy and applicable law. If you believe you have been subjected to retaliation in violation of this Policy, you should report your complaint immediately in the manner specified in Section B below. Individuals will be subject to discipline, up to and including termination if they are found to have retaliated against an individual because such individual (A) in good faith and with a genuine belief that he/she has been subjected to sexual harassment, made an honest complaint about such conduct, (B) participated honestly and in good faith in any investigation into a sexual harassment complaint, and/or (C) in good faith opposed acts of sexual harassment.

Church Personnel
For purposes of this Policy, the term “Church Personnel” shall mean:

a. All clergy whether stipendiary, non-stipendiary, or otherwise who are engaged in ministry or service to the Church;

b. All paid personnel (including Church employees) whether employed in areas of ministry or other kinds of services by the diocese, its congregations, schools or other agencies.

c. Those who contract their services to the diocese, its congregations, schools, or other agencies;

d. Volunteers, including any person who enters into or offers him or herself for a Church related service, or who actually assists with or performs a service, whether or not they have been selected or assigned to do so. Volunteers include but are not limited to members of advisory boards, vestries, bishop’s committees and boards of directors.

e. All persons in the ordination process including persons serving in field education assignments.

Church Employees
For purposes of this Policy, the term “Church employees” shall mean all individuals hired by the Church who are employees of the Church for purposes of federal, state and/or local discrimination and harassment laws.

Supervisors and Decision-Makers
For purposes of this Policy, the term “supervisors and decision-makers” shall mean:

a. All persons who have the express authority to hire, select, supervise, discipline, promote, demote, terminate, set compensation or other terms and conditions of employment;

b. All persons who have the express authority to recruit, duly appoint, select, license, discipline, supervise, terminate, or set terms and conditions of volunteer service;

c. All members of decision-making bodies who have the authority to approve the creation of ministries, programs, Church activities, or personnel policies;

d. Standing Committees, Diocesan Councils/Executive Boards, Vestries, and Bishop’s Committees who appoint or approve Persons Who Have Pastoral Relationships as defined in this Policy including all Standing Committees, Commissions on Ministry, Vestries, Boards of Directors for Schools, and the like.

B. Procedure for Reporting Suspected Sexual Harassment and/or Retaliation

1. General Procedures Applicable to All Church Personnel

If you believe that the actions or words of a supervisor/manager, co-worker, customer, vendor, volunteer, or other individual in the Church constitutes illegal or prohibited sexual harassment, you have a responsibility to promptly report that behavior to the Church’s management. Prompt reporting enables the Church to stop the sexual harassment, before it becomes severe or pervasive. If you believe you have been the victim of any form of sexual harassment or retaliation, you must promptly give notice of your complaint to one or more of the following:

1. Your supervisor;
2. Anyone in your supervisory chain;
3. The rector of the congregation;
4. A warden of the congregation;
5. The bishop [or other designated person in the diocese]; and/or
6. Chancellor or vice-chancellor of the diocese.

You are not required to complain to your supervisor or within your chain of command. In addition to reporting the offending behavior to one of the people listed above, you are encouraged to speak directly to the individual whose conduct you find objectionable. You are not required to do this and it is suggested that you should do so only if you are comfortable with that action. If you decide to speak directly to the person involved, you may find that clear communication can sometimes resolve an issue immediately, as well as build greater understanding between individuals in the Church.

You may formally or informally complain to any of the above personnel via any of the following:

1. Telephone call
2. Letter
3. E-mail
4. Fax
5. In-person meeting
6. Filing a “Confidential Notice of Concern” (Appendix L)

All supervisors and decision-makers are required to report all formal and informal complaints, as well as any suspected or known policy violations, immediately to the rector of the congregation (for congregations) or bishop (for dioceses), even if you ask the supervisor or decision-maker to keep the complaint confidential, or indicate that you do not wish to file a formal complaint. Church Personnel are required to report immediately any suspected or known policy violations to the rector of the congregation.

All supervisors and decision-makers are expected to act promptly and appropriately to prevent (1) sexual harassment in the Church, and (2) retaliation against those who make a good faith complaint of sexual harassment, or those who participate honestly and in good faith in either an investigation of a complaint or oppose illegal or prohibited sexual harassment in the Church.

All complaints of sexual harassment will be reviewed and investigated promptly and impartially by the Church’s management and/or its designee. Complaints may be made orally or in writing. Once Church management receives notice of any complaint of sexual harassment it will swiftly determine whether or not a fact-finding investigation is necessary. If it is determined that a fact-finding investigation is necessary, it will be launched promptly. If necessary, intermediate measures may be taken before completing the investigation to ensure that further sexual harassment does not occur.

Moreover, the Church will protect the confidentiality of the allegations to the extent possible; however, no individual can be promised or guaranteed strict or absolute confidentiality. For example,information may have to be disclosed to those officials and/or Church Personnel with a need to know in order to carry out the purpose and intent of this Policy.

Corrective or disciplinary action will be taken against any Church Personnel found to have engaged in sexual harassment. Such action may include counseling and/or appropriate disciplinary measures, up to and including termination.

As the complaining party, you will be given notice, in a timely fashion, of the outcome of the investigation of any formal or informal complaint.

2. Additional Options for Church Employees, Not Volunteers

This section provides additional options for Church employees, not volunteers, who believe they have been the victim of any form of sexual harassment, as prohibited by federal, state or local law.

If you are a Church employee, not a volunteer, as defined under this Policy and you believe you have been the victim of any form of illegal sexual harassment, in addition to the procedure set forth above, you also have the option of consulting with an attorney and/or filing a complaint with the Iowa

Civil Rights Commission, Grimes State Office Building, 400 East 14th Street, Des Moines, IA 50319,
Tel: (515) 281-4121 or Toll Free 1-800-457-4416, Fax: (515) 242-5840,
http://www.state.ia.us/government/crc/.

As a general matter, the time frame for filing a complaint with the Iowa Civil Rights Commission is three-hundred (300) days from the date of the alleged act of unlawful sexual harassment. See Iowa Code section 216.15(13).

Iowa cities with populations greater than twenty-nine thousand are required to maintain an independent local civil rights agency or commission. Contact information for those agencies and commissions may be obtained from the Iowa Civil Rights Commission or its website, http://www.state.ia.us/government/crc/.

Warning: These time limits typically do not run from the date that the complaint made to the Church is resolved but from the date the act of sexual harassment is alleged to have occurred. Please note that this is not legal advice. Individual employees are responsible for confirming the time frames and other requirements for filing a complaint with these administrative agencies by contacting the agencies themselves and/or legal counsel.

Nothing in this posting or in the Church’s sexual harassment policy creates any legal rights that did not otherwise exist nor does the Church admit that it is covered by or subject to any federal, state, or local laws.

C. Education and Training Requirements

1. Church Personnel

Church Personnel are required to participate in Safeguarding God’s People: Preventing Sexual Harassment of Church Workers training. Existing Church Personnel must be trained within three (3) months of the effective date of this Policy. New Church Personnel must be trained before they start work in their Church position. If that is not possible, the Policy must be reviewed and discussed with them before they start work and the training must be completed within six months of starting.

2. Supervisors and Decision-Makers

Supervisors and decision-makers must complete Safeguarding God’s People: Preventing Sexual Harassment of Church Workers training within six months of the effective date of this Policy, or of becoming a supervisor or decision-maker.

IV. Diocesan Procedures for Responding to Complaints of Violations of Sexual Boundaries

A. Information received by anyone in the diocese concerning sexual boundary violations by a cleric shall be forwarded to the diocesan Intake Officer for investigation and action in accordance with Title IV of the Canons of the Episcopal Church (Ecclesiastical Discipline), as revised July 1, 2011. Whenever a report is made to an Intake Officer, the Bishop is required to provide an appropriate pastoral response. This shall include an explanation of the steps that will be taken to investigate the complaint and, when appropriate, providing the complainant or other interested person with information concerning the Church’s procedure for resolving such matters, either by conciliation, agreement, or contested hearing.

The diocese shall publicize methods and means of reporting information concerning allegations of sexual misconduct and other offenses. Details of Title IV procedures may be found at http://www.episcopalarchives.org/pdf/CnC/CandC_2009pp123-166.pdf

B. Reports of sexual boundary violations by a lay volunteer affiliated with the Diocese of Iowa shall be immediately forwarded to the Standing Committee. These complaints of sexual boundary violations may involve another adult, dependent adult or child.

1. For the purposes of this policy adult lay volunteers will be considered to be peers of other adults, and unless the action is illegal, any sexual activity will not be considered the responsibility of the church to monitor or rectify. Pastoral support will be offered to both parties in assessing and dealing with the personal dilemma posed. If a complaint is made by one adult against another adult volunteer alleging criminal behavior against him/herself or another adult, it will be the responsibility of the complainant to make a criminal complaint to the secular authorities. The person making the complaint will at all times be treated with respect, and if the complaint results in a conviction, the perpetrator will be relieved of any leadership responsibilities.

2. If the complaint involves criminal activity perpetrated against a child or dependent adult, the legal authorities will be informed immediately. While the matter is investigated, the accused volunteer will withdraw without prejudice from all leadership positions. The parish clergy will not, while the complaint is under investigation, hear the formal sacramental confession of the either the accused or the complainant; but will make every effort to provide for ongoing pastoral care for both parties. Both the complainant and the accused will refrain from discussing the case with the congregation at large.

If the complaint is found to be true, the perpetrator will resign formally from any position of responsibility in the church and will be barred from further service for a period of time to be determined by the nature of the charges. Assuming that the misconduct is against a child, the perpetrator will be permanently prohibited from further ministries involving children or youth.

C. Reports of sexual boundary violations by a lay professional employee affiliated with the Diocese of Iowa shall be immediately forwarded to the Standing Committee. These complaints of sexual boundary violations may involve another adult, dependent adult or child. Complaints made against lay professional employees (e.g., paid youth directors, Directors of Christian Education, Music Directors) of the church will be handled carefully, in accordance with employment law as well as the church’s policies and procedures. A carefully written job description will include directions about expectations regarding dating relationships with members of the congregation. In the event of a complaint involving a child or dependent adult, once again the appropriate legal authorities will be notified, and the accused will be removed from any supervision of or work with children and youth. Where the lay employee directly supervises adult volunteers, the professional will be expected to refrain from exploitative relationships with those supervised.

Appendices

A. Screening & Training Protocol
B.Recommended Practices & Guidelines for Social Media & Electronic Communication with Vulnerable Adults
F. How to Conduct a Criminal Background Check
G. How to check the Sexual Abuse Registry in the State of Iowa
J. Specialized Questions for Interviewing People Interested in Ministries with Adults Involving Pastora Relationships
K. Application (including release form) - Ministry with Adults Involving Pastoral Relationships
L. Specialized Questions for References - Ministries with Adults that Involve Pastoral Relationships
M. Guidelines for Providing Counseling
N. Code of Conduct for Persons Who Have Pastoral Relationships
O. Confidential Notice of Concern - Ministry with Adults Involving Pastoral Relationships
P. Individual Form of Receipt
Q. Compliance checklist for congregations
R. How to obtain Guides for Mandatory Reporters