Minor Protection Standards

Minor Protection Standards at the "Kaszub" Campsite in Dębki
Pursuant to the Minor Protection Act of May 13, 2016
Journal of Laws 2024, item 560

Introduction

In the interest of the welfare and safety of minors, this document is implemented throughout the "Kaszub" Campsite in Dębki for strict application and adherence.

I. General Principles for the Application of the Provisions of the aforementioned Act and the Definitions Used in this Document

1. Krokowskie Municipal Enterprise Sp. z o.o. undertakes to train its employees regarding cases of child abuse occurring on the premises and to take prompt and effective measures to prevent such situations. Such training may be conducted through external, internal, or online courses.

2. Before commencing work, after being familiarized with the Minor Protection provisions, an employee is required to sign a declaration committing to adhere to the principles and procedures set forth in this document.

3. The Kaszub Campsite undertakes to take into account the needs of children with disabilities by complying with the guidelines of Appendix 12 and the operational scope of the facility in accordance with the legal basis (Journal of Laws 2022, item 1138).

II. Definitions

- Tourist facility: here, in the sense of a place providing tourist services, according to the Act of August 29, 1997.

- Child/Minor: any person who has not reached the age of 18, or a 16-year-old woman who has attained majority through marriage (Art. 10, §§1 and 2 of the Civil Code) and Art. 1 of the Convention on the Rights of the Child adopted by the UN General Assembly on November 20, 1989.

- Child's guardian: a parent, legal or temporary guardian, foster parent, or any person authorized to represent the child, particularly a minor foreigner residing in Poland without adult supervision.

- Unrelated adult: any person over the age of 18 who is not the parent or legal guardian of the child.

- Employee: a person employed under a contract of employment, mandate contract, B2B, or a contract for specific work, intern, trainee, or volunteer.

- Employee working with children: any person performing tasks related to care, upbringing, education, treatment, sports, the pursuit of minors' interests, and providing them with psychological services.

III. Procedure for Identifying a Child during Registration at the Reception

1. To effectively establish the identity of the child and their relationship to the person responsible for their care, as well as any accompanying persons, the following steps should be taken:

a/ Request the child's identity document or another document confirming the accompanying person's right to care for the child (e.g. the child's school ID with photo, Identity Card, Passport, the M Obywatel application, a court ruling, or another document confirming kinship or the right to care for the minor). In the absence of such a document or if its presentation is refused, request as detailed information as possible about the child, such as full name, date of birth, place of residence, parents' names, and the degree of kinship with the guardian.

b/ If the above documents are not available, the person accompanying the child should present a written, notarized document of parental consent authorizing that person to travel with the child. It should contain all identifying details of the child's guardian (e.g. PESEL number, a contact phone number for the parent, along with all details of the child).

c/ If such documents are not provided, the guardian is required to write a declaration in the format provided by the Kaszub Campsite Reception.

d/ This declaration should include:

- the child's details,

- the details of the adult caring for the child, along with the indication of their relationship,

- a statement by the declarant that the child's parents have entrusted the child's care to that person,

- and, upon successful verification of the relationship between the child and the adult, an emphasis on the care for the child's welfare, accompanied by thanks for the time devoted.

2. Procedures in the event of doubts regarding the guardian's ill intentions towards the child:

- In case the guardian refuses to provide identification and the child's data, or if there is a clear lack of a relationship between the child and the adult indicating ill intentions, discreetly (and without arousing suspicion) summon a supervisor.

- If suspicions are justified and there is a probability that the adult may commit a criminal act against the minor, immediately notify law enforcement and request police intervention to ensure the protection and safety of the minor.

IV. Principles for Safe Employee-Child Relations

All employees of the Kaszub Campsite and all persons present on the premises are required to adhere to the following principles.

The fundamental principle of all actions undertaken by campsite employees is to treat the child with respect, taking into account their needs and protecting them from harm. The use of any form of physical or psychological violence against children is strictly prohibited.

1. Employee conduct towards children, including guidelines, recommendations, prohibitions, and mandates:

- Maintain patience in communication with the child.

- Listen carefully to the child and provide clear, age-appropriate responses.

- When communicating, ensure that your face is at the child's eye level.

- Assure the child that if they feel uncomfortable, they can always approach an employee or a designated person.

- The employee, or a person designated by them, should inform the child, if necessary, of their rights as set out in the Minor Protection Standards.

- Always ensure the child’s safety by securing open water tanks, stairs, windows, and driveways.

- If an employee sees an unsupervised child, they must take action to locate the child’s guardians.

- An employee must not, in any way, violate the child's physical integrity except when providing necessary help in life-threatening or health-threatening situations.

- An employee must not engage in any intimate relations with a child, including making comments, gestures, or jokes of a sexual nature, or providing erotic or pornographic content.

- An employee must not photograph or record a child without the guardian’s consent (group photos or photos taken at public events such as fairs may be an exception).

- An employee must not initiate private contacts with a child via phones, emails, social media profiles, or messaging apps, nor meet with children outside of work.

- An employee must not offer children alcohol, tobacco, or any illegal substances.

- An employee must not touch a child if the child does not consent, or in a manner that could be considered inappropriate or improper.

- If an employee or anyone else witnesses such prohibited behavior towards a child, they must immediately report it to the person responsible for enforcing the Minor Protection Standards or to their direct supervisor. (Phone number …)

V. Procedures in the Event of Child Abuse by an Adult or an Employee of the Campsite

1. A justified suspicion of child abuse exists when the child reports the abuse, or when an employee observes abuse, or when physical signs of abuse are visible on the child, and the child appears frightened or withdrawn, with pornographic materials involving children found in the perpetrator's room.

2. An employee who has justified suspicions or evidence that a child has been harmed must immediately notify their supervisor or call the police at 112, while also informing the Coordinator at (Phone Number …).

3. Until the summoned authorities arrive, efforts should be made to detain the suspect without risking personal injury; a citizen's arrest is permitted to prevent their escape.

4. During this time, the harmed child must be cared for and calmed, ensuring that biological material (such as saliva, semen, and other DNA traces that could identify the perpetrator) is preserved.

5. The services responsible for monitoring the facility and the campsite must secure any evidence in the form of surveillance camera tapes.

6. After the intervention has concluded, the entire incident must be reported to the Coordinator, who will make an appropriate entry in the incident log.

7. If the prohibited act is committed by an employee of the campsite or an adult (not employed by the campsite but working on the premises for a third party) and the harmed child is at risk of losing their life or health, anyone witnessing this must immediately notify the decision-maker, call the police and medical services at 112, providing the child's details and a precise description of the incident location.

8. An individual who has harmed a child while employed by a third party will be banned from entering the campsite.

9. In the case of an employee of the campsite who has significantly violated the child’s welfare (e.g. through discrimination or violation of the child's dignity), the Coordinator shall recommend appropriate personnel actions to the person in charge of the campsite.

VI. Procedures in the Event of Violence by a Parent or Legal Guardian Towards a Child, or Other Forms of Inadequate Care by Parents or Legal Guardians

1. If an employee witnesses physical violence by a parent against a minor, a firm response and intervention are required—especially when the child's health or life is at risk. In such cases, immediately contact emergency services at 112, indicating the danger and providing the child's details and the location of the incident. In less severe cases, where an employee witnesses parental discipline in the form of shouting and rough handling, they should remind the parent or guardian of their obligation to comply with the Minor Rights Protection Act.

2. In cases where a child under 7 is left unsupervised, the employee who becomes aware of the situation must take steps to determine the whereabouts of the parent or guardian and ensure the child is handed over to them, while informing them of the criminal liability for such conduct. If it is not possible to determine the parent's whereabouts and no one is available to assume care of the minor, the supervisor must notify the police. In every case, the child's best interests must be the priority. (Criminal Code Art. 160 §§ 1 and 2, Art. 210, and Code of Misdemeanors Art. 106)

VII. Monitoring and Record-Keeping of the Minor Protection Standards

1. Krokowskie Municipal Enterprise Sp. z o.o. appoints a Coordinator for the Kaszub Campsite and displays their contact details in an easily accessible location for both staff and visitors (including children).

2. Krokowskie Municipal Enterprise Sp. z o.o. defines the scope of tasks and competencies of the Coordinator regarding the training of employees in applying the Minor Protection Standards, the principles for preparing employees for their implementation, and the methods for documenting these activities.

3. The Coordinator, as mentioned above, shall conduct monitoring and evaluation of the Minor Protection Standards every two years.

4. Monitoring and record-keeping include verifying the implementation of the Minor Protection Standards, responding to indications of violations of the principles and procedures, and proposing changes to the document—especially to adapt it to current needs and ensure compliance with applicable regulations.

VIII. Final Provisions

The Minor Protection Standards come into effect on August 19, 2024.

The Minor Protection Standards are made available to all employees on the Kaszub Campsite website www.kaszub-debki.pl and at the Reception.

The Minor Protection Standards are provided to adult guests of the Campsite by posting them on the website www.kaszub-debki.pl and at the Reception.

A simplified and understandable version of the Minor Protection Standards is made available to children present at the Campsite in a location that is accessible and visible to them.