STANDARDS FOR THE PROTECTION OF MINORS AT THE ARCHAEOLOGICAL MUSEUM OF THE MIDDLE ODRA RIVER IN ZIELONA GÓRA FROM/SW ŚWIDNICA

Chapter 1
General Provisions

§ 1

1. The Standards for the Protection of Minors at the Archaeological Museum of the Middle Oder in Zielona Góra, located in Świdnica, hereinafter referred to as the “Standards”, specify:
   • principles of safe recruitment of employees (personnel);
   • rules ensuring safe relationships between minors and the Museum or organizer staff, and in particular prohibited behavior towards minors;
   • rules and procedures for intervention in the event of suspected abuse or information about abuse of a minor;
   • procedures and persons responsible for submitting notifications of suspected crimes against minors, notifying the guardianship court and, in the case of institutions that have such powers, persons responsible for initiating the “Blue Cards” procedure;
   • principles of review and updating of standards;
   • the scope of competences of the person responsible for preparing the Museum staff or the organiser to apply the standards, the principles of preparing this staff to apply them and the method of documenting this activity;
   • the principles and method of making the standards available to parents, legal or actual guardians and minors so that they can become familiar with them and apply them;
   • persons responsible for receiving reports of events threatening minors and providing them with support;
   • the method of documenting and rules for storing disclosed or reported incidents or events threatening the well-being of a minor.
2. In addition, the Standards specify:
   • requirements for safe relationships between minors, in particular prohibited behaviors;
   • the scope of duties of individual Museum employees in the event of suspicion or information that a child is being harmed

§ 2

Whenever these Standards refer without further specification to:

1. Museum  – this shall be understood as the Archaeological Museum of the Middle Oder in Zielona Góra with its seat in Świdnica;
2. Child, minor, ward or participant  – shall be understood as persons under 18 years of age (both girls and boys) who participate in activities organized by the Museum. When reading this act, the legal classification of the above-mentioned persons should also be taken into account, according to which:
   • in the scope of proceedings concerning the prevention and combating of demoralization, a person who is under 18 years of age is defined as a minor,
   • in the scope of proceedings for criminal acts, a minor is a person who committed such an act after reaching the age of 13 and before reaching the age of 17,
   • in the scope of the implementation of educational or corrective measures, a minor is a person against whom such measures have been ordered (even if he or she has turned 18), but no longer than until he or she reaches the age of 21.
3. Volunteer  – this should be understood as a person over 13 years of age, while an agreement with a volunteer under 18 years of age is concluded with the prior consent of his or her parent;
4. Parents  – this also means legal guardians and other persons to whom the court has entrusted the care of the child;
5. Guardian  – this shall be understood as a legal guardian within the meaning of Articles 145-177 of the Act of 25 February 1964, the Family and Guardianship Code;
6. The closest person to the child, the “ward”  – this should be understood as an ascendant: mother, father, grandmother, grandfather; siblings: sister, brother, including half-siblings, as well as other persons living in a common household, and in the absence thereof – an adult indicated by the minor;
7. Staff   – this shall be understood as all persons employed at the Museum on the basis of an employment contract or a civil law contract, as well as those undertaking duties at the Museum on a voluntary basis, including in particular: instructors, administrative and maintenance staff, trainers, animators, volunteers, apprentices, trainees, etc.;
8. Employee or collaborator  – this shall be understood as any person employed under an employment contract or a contract of mandate, as well as an intern, volunteer and apprentice;
9. Director  – this should be understood as the Director of the Archaeological Museum of the Middle Oder;
10. Organizer – this means organizers other than the Museum in the scope of activities related to the upbringing, education, recreation, treatment, provision of psychological counseling, spiritual development, practicing sports or pursuing other interests by minors, or with caring for them.
11. Consent of the minor’s guardian  – this should be understood as the consent of at least one of the minor’s parents. However, in the event of a disagreement between the minor’s guardians, they should be informed of the need for the matter to be resolved by a family court;
12. Harming a minor  – this shall be understood as committing a prohibited act or a punishable act to the detriment of a minor by any person, including a member of the Museum staff, or threatening the well-being of a minor, including neglect;
13. Personal data of a minor  shall be understood as any information enabling the identification of a minor;
14. Person responsible for the Standards for the Protection of Minors  – this shall be understood as an employee appointed by the Director to supervise the implementation of these Standards;
15. Penal Code or Penal Code   – this shall be understood as the Act of 6 June 1997 – Penal Code;
16. Code of Criminal Procedure or CCP  – this shall be understood as the Act of 6 June 1997, the Code of Criminal Procedure;
17. Code of Civil Procedure  or Civil Procedure Code –  this shall be understood as the Act of 17 November 1964, the Code of Civil Procedure;
18. Act on Counteracting Domestic Violence –  this should be understood as the Act of 29 July 2005 on Counteracting Domestic Violence;
19. Act on the support and resocialization of minors – this should be understood as the Act of 9 June 2022 on the support and resocialization of minors.

Chapter 2

Principles of safe recruitment of employees (staff)

§3

1. Before entering into an employment relationship with a person or before admitting a person to other activities related to the upbringing, education, recreation, treatment or care of students, the Director is obliged to obtain information whether the person’s data is included in the Register with limited access or the Register of persons in respect of whom the State Commission for Counteracting the Sexual Exploitation of Minors under the Age of 15 has issued a decision to enter the person in the Register.
2. The Director obtains information from the Registry with limited access via the IT system operated by the Minister of Justice. First, an account must be created in the IT system. The account is activated by the information office.
3. The register of persons in respect of whom the State Commission for Counteracting the Sexual Exploitation of Minors under the Age of 15 has issued a decision to enter them in the Register is publicly available – it does not require creating an account.
4. The Director prints the feedback received from the IT system and files it in Part A of the personnel file related to the employment relationship. The same applies to the Register of individuals for whom the State Commission for Investigating Cases of Activities Against Sexual Freedom and Decency Against Minors Under the Age of 15 has issued a decision to be entered in the Register. However, in the case of the latter Register, it is sufficient to print the website page, which displays a message stating that the individual is not listed in the Register.
5. If no employee personal file is created for a person performing other activities referred to in paragraph 1, the printout from the IT system is included in separate documentation created for this purpose.
6. The Director collects information from the employee candidate about his/her criminal record from the National Criminal Register.
7. If a candidate for an employee has a citizenship other than Polish, he or she should also submit information from the criminal record of the country of which he or she is a citizen, obtained for the purposes of professional or volunteer activities related to contacts with minors, or information from the criminal record if the law of that country does not provide for the issuance of information for the above-mentioned purposes.
8. The Director requires a declaration from the candidate regarding the country(ies) (other than the Republic of Poland) where the candidate has resided for the last 20 years. The candidate submits such a declaration under penalty of criminal liability.
9. If the law of the country from which the information on criminal record is to be submitted does not provide for the issuance of such information or does not maintain a criminal record, then the candidate shall submit, under pain of criminal liability, a declaration of this fact together with a declaration that he has not been finally convicted and that no other judgment has been issued against him in which it was found that he has committed such prohibited acts, and that he is not obliged, under a court decision, other authorized body or act, to comply with a ban on occupying any or specific positions, performing any or specific professions or activities related to the upbringing, education, recreation, treatment, provision of psychological counseling, spiritual development, practicing sports or pursuing other interests by minors or with caring for them.
10. Under declarations submitted under penalty of perjury, the following statement is included:  I am aware of the criminal liability for making a false declaration . This declaration replaces the authority’s notice of criminal liability for making a false declaration.
11. Templates for declarations regarding citizenship/citizenships and residence over the last 20 years, as well as declarations of no criminal record and of ongoing preparatory, judicial and disciplinary proceedings are set out in Annex 1 to these Standards.
12. In the event that the Museum cooperates with the organiser in the scope of activities related to the upbringing, education, recreation, treatment, provision of psychological counselling, spiritual development, practicing sports or pursuing other interests by minors, or with caring for them, the organiser is obliged to ensure safe recruitment of employees (staff) by applying the procedures specified in paragraphs 1-12.
13. The Organizer confirms the use of safe recruitment of employees (personnel) through the application of the procedures specified in paragraphs 1-12 by an appropriate written declaration submitted to the director of the Museum.
14. The director is responsible for the performance of the duties referred to in paragraphs 1-14 and may authorise another employee to do so.

Chapter 3

Rules ensuring safe relationships between minors and Museum staff, in particular prohibited behavior towards minors

§ 4

1. Minors have the right to be treated with equal care by employees.
2. Employees are obliged to maintain a professional relationship with minors and to always consider whether any reaction, message or action towards a minor is appropriate to the situation, safe, justified and fair.
3. Employees are required to act in an open and transparent manner with others to minimize the risk of misinterpretation of their behavior.
4. Favoritism by staff members, whether expressed verbally or non-verbally, towards individuals is unacceptable.
5. The use of corporal punishment by staff towards minors is not permitted under any circumstances and there are no exceptions to this rule.
6. There can be no tolerance on the part of staff for any behaviour that could be construed as bullying or teasing, whether from adults or minors themselves.

§ 5

Employees and organizers:

1. They treat every minor equally regardless of their origin, appearance, beliefs, religion or skin color;
2. They treat his different beliefs, different experiences, different perspective resulting from being a minor with respect;
3. They listen to the minor attentively and treat his or her statements and the version of events presented with due seriousness;
4. They use language that is free of judgments and labels and is appropriate to the minor’s developmental level;
5. They treat minors with respect, giving any instructions factually, clearly and specifically.
6. They create a culture of openness and mutual accountability that encourages the reporting and discussion of all issues and problems relating to child protection.

§ 6

1. The following behaviours by employees and organisers towards minors are prohibited:
   • any behavior that is considered to be other forms of psychological, physical or sexual abuse;
   • any behavior that embarrasses, humiliates, devalues ​​or degrades;
   • Inappropriate physical contact with a minor, violating their dignity. Acceptable physical contact should be naturally related to play, potential assistance with hygiene, the need to ensure the child’s safety, or the potential need to calm the child;
   • accepting or participating in illegal activities involving a child;
   • establishing a romantic or sexual relationship with a child;
   • behaving in a sexually provocative manner;
   • hosting a child in your own home;
   • sleeping in the same room as a child of various types of trips organized by the Museum.
2. Verbal abuse of minors by staff or the organizer is unacceptable, especially telling jokes with sexual, obscene or vulgar connotations in their presence.
3. If it is necessary to engage in a conversation with a minor on issues related to sexuality, great caution, sensitivity and prudence should be exercised.
4. Under no circumstances may staff or organizers provide minors with alcohol, cigarettes, intoxicants (including drugs) or tolerate their use.
5. Staff conducting classes or supervising minors are prohibited from being under the influence of alcohol or drugs.
6. When working with minors, staff or organizers should use resources, language, and methods appropriate to the age of the youth. Media communications, such as those via mobile phones, the internet, video, etc., should be treated similarly. However, under no circumstances should pornographic or obscene materials be used.
7. Employees do not use private communication channels with minors (private telephone, e-mail, instant messaging, social media profiles), and in particular they do not establish contact with minors by accepting or sending invitations to them on social media.
8. If a minor starts a private conversation using social media, the employee shall not continue the conversation, inform the director of this fact and instruct the child to report to him at the place where he performs his duties.
9. The rules referred to in paragraphs 7-8 do not apply to situations involving a (potential) threat to a child’s life or health, or suspicion of a crime against a minor. In such a case, the employee may continue the conversation, but is obligated to notify the director of the contact with the child and the reasons for it afterward. This notification should be made in writing or by email, whenever possible.

§ 7

1. The staff and organizer are obliged to respect the physical integrity, intimacy and privacy of minors.
2. Staff and organizers must always show the utmost concern for the integrity and physical integrity of each minor.
3. Engaging in any physical contact with a minor must be done with the utmost prudence and consideration. The general principle of “lack over excess” applies here.
4. Appropriate behavior that respects the inviolability of a minor is:
   • a pat on the shoulders or back;
   • a handshake or a high five;
   • a gentle embrace in greeting;
   • touching hands, arms or shoulders;
   • verbal praise;
   • holding hands while playing or to calm a minor in an emotionally agitated situation;
   • holding children’s hands while walking;
   • sitting near small children.
5. It is always appropriate to ask the minor for permission to engage in the type of conduct referred to in paragraph 4.

§ 8

1. Inappropriate behavior and abuse of the integrity of a minor include:
   • any form of unwanted affection;
   • full and strong hugs and embraces, so-called “bear hugs”;
   • touching breasts, buttocks and intimate areas;
   • tapping on the thighs or knees;
   • tickling or “wrestling” in a strong embrace;
   • embracing a young person while standing behind his back;
   • massages;
   • kissing, especially on the lips;
   • lying down or sleeping next to a minor;
   • showing affection in isolated places, e.g. bathrooms, toilets, private rooms;
   • compliments relating to physical development.
2. All games and activities that involve the inappropriate behaviors described in paragraph 1 should be eliminated, especially when the specified forms of touch are used.
3. In justified cases, physical contact between an employee and a minor is permitted. Such situations include:
   • assistance to a disabled minor in hygiene activities, if the type of disability requires it and the minor and his/her guardian consent;
   • helping a disabled minor eat meals;
   • assistance to a disabled minor in moving around the Museum facilities.

§ 9

1. Minors have the right to privacy. This right should be particularly respected in places such as changing rooms, swimming pools, bathrooms, and toilets. In these areas, staff may not intrude on the privacy of minors in any way, especially by taking photographs of minors. Staff must also ensure that minors do not take photographs of each other in these areas. The same applies to the production of video materials.
2. To photograph minors in other situations and publish their images, staff must obtain prior written consent from their parents or legal guardians and the principal’s consent. This provision does not apply to photographs taken during educational activities or outdoor events, which comply with the Copyright and Related Rights Act.
3. Staff cannot replace minors or assist them with personal activities (toilet, washing, changing clothes, etc.) if the children are able to perform these activities independently.
4. Staff must not treat minors inappropriately, including rough treatment or inappropriate jokes. Maintaining a safe distance is essential to ensure the minor’s well-being.

§ 10

Any suspicions regarding inappropriate behavior by Museum employees towards minors are immediately clarified by the director, and in the case of inappropriate behavior by the director, by the Museum’s governing body.

§ 11

Failure to comply with the rules of conduct is treated as a breach of basic employee duties with all the resulting consequences, including termination of employment.

Chapter 4

Rules and procedures for intervention in the event of suspected abuse or information about abuse of a minor

§ 12

1. Harm is:
   • Physical violence  – meaning intentional bodily harm, inflicting pain, or threatening bodily harm. Consequences of physical violence may include fractures, bruises, cuts, burns, and internal injuries. Physical violence causes or may cause loss of health or be life-threatening;
   • emotional violence  – i.e. repeated humiliation, degradation and ridicule of a minor, constant criticism, involving a minor in adult conflicts, manipulating him/her, lack of appropriate support, placing demands and expectations on the minor that he/she is unable to meet;
   • sexual violence  – i.e. the involvement of a minor in sexual activity by an adult, including sexual abuse, which refers to behaviors with physical contact (e.g. touching a minor, having intercourse with a minor) and behaviors without physical contact (e.g. showing pornographic materials to a minor, voyeurism, exhibitionism). This violence may be a one-off incident or repeated over a longer period of time;
   • Economic abuse  – failing to provide adequate conditions for a child’s development, including adequate nutrition, clothing, educational needs, or shelter, within the means available to parents or guardians. This is a form of neglect;
   • neglect  – i.e. failure to meet the basic material and emotional needs of a minor by a parent or legal guardian, failure to provide adequate food, clothing, shelter, medical care, safety, lack of supervision over the fulfillment of compulsory school attendance.
2. A threat to a child’s safety may take various forms and may be implemented using various methods of contact and communication – therefore, for the purposes of this document, the following qualification of a threat to the safety of minors has been adopted:
   • a crime was committed against a child (e.g. sexual abuse, child abuse);
   • there was another form of harm that was not a crime, such as shouting, physical punishment, humiliation;
   • the child’s vital needs (e.g. those related to nutrition, hygiene or health, provision of care) were neglected;
   • there was domestic violence that was a condition for initiating the “Blue Card” procedures.

§ 13

1. Staff are guided by legal regulations in their work and work to protect children from harm.
2. Any information regarding suspected child abuse is taken seriously and investigated, regardless of whether it comes from a child/guardian, an employee, an adult, and regardless of whether it concerns suspected abuse by another child, a child’s guardian, or an employee or organizer cooperating with the Museum.

§ 14

1. The procedures for intervening in the event of suspected abuse or information about abuse of a minor are described in the table below:

	CIVIL INTERVENTION	PUNITIVE INTERVENTION
Premises	Threat to the welfare of a child	Suspicion of committing a crime
Form of intervention	Threat notification	Notification of a crime
Competent authority/entity/recipient of the notification	MOPS or PCPR	Police, prosecutor’s office
Relevant regulations	Family and Guardianship Code, Civil Procedure Code	Penal Code, Code of Criminal Procedure

2. Civil intervention  is undertaken in a situation where, within the means available to parents or guardians, the well-being of a minor is threatened by neglect of their life needs, such as failure to provide appropriate conditions for the child’s development, failure to provide adequate nutrition, clothing, hygiene, educational needs or shelter, medical care, lack of supervision over the fulfillment of compulsory schooling, schooling, safety, neglect of the child’s mental and emotional needs, failure to follow medical recommendations, the use of physical punishment, severe disciplining of the child by parents/guardians; as well as in a situation where it is known that the family has established a Blue Card procedure, but the child’s needs are still not met and the child’s situation is not improving.
3. Criminal intervention  is undertaken in the event of a suspicion of a crime being committed against the life and health of a minor, against sexual freedom and decency, or against family and care.

4. The following types of domestic violence are distinguished:
   • Physical violence is any intentional act by a perpetrator intended to violate a child’s physical boundaries. It often causes various types of injuries;
   • psychological abuse (“psychological maltreatment”) – a repeated pattern of behavior by a caregiver or an extremely drastic event (or events) that makes a child feel that he or she is worthless, bad, unloved, unwanted, endangered and that he or she has any value only when he or she meets the needs of others;
   • Sexual abuse is the involvement of a child in sexual activity that he or she is unable to fully understand and consent to, violating the law and customs of a given society. Sexual abuse occurs between a child and an adult, or a child and another child, in a situation of dependency, if these individuals are in a relationship of care, dependence, or power due to their age or stage of development. The purpose of such activity is to meet the needs of another person. Such activity may include:
     • inducing or forcing a child to engage in any legally prohibited sexual activity,
     • exploitation of a child for prostitution or other illegal sexual practices,
     • using a child to produce pornographic performances and materials.
5. Child psychological abuse is a category in which there is usually no visible evidence of the perpetrator’s guilt. However, symptoms do occur in the child as a consequence of this type of violence.

§ 15

1. Employees pay particular attention to the occurrence of signs of abuse in the minor’s behaviour, in particular signs indicating the possibility of committing an offence indicated in § 14 section 3.
2. For example, the following behaviors should attract the employee’s attention:
   • the child has visible bodily injuries (bruises, burns, bites, broken bones, etc.) whose origin is difficult to explain;
   • the child’s explanations for the injuries seem unbelievable, impossible, inconsistent, etc. The child often changes them;
   • there is a reluctance to participate in activities that involve physical exercise;
   • the child covers the body excessively, inappropriately for the situation and weather;
   • a child flinches when an adult approaches him;
   • the child is afraid of the parent or guardian;
   • the child is afraid of returning home;
   • the child is passive, withdrawn, submissive, scared;
   • the child suffers from recurring somatic complaints: abdominal pain, headaches, nausea, etc.;
   • the child wets the bed for no reason or in specific situations or when seeing specific people;
   •  there was a sudden and noticeable change in the child’s behavior.
3. Recognizing child abuse is done through:
   • a child’s disclosure of domestic violence;
   • information from a person who directly witnessed the violence;
   • analysis of symptoms of child abuse;
   • assessment of the risk of violence in a given family.
4. A minor discloses domestic violence when they inform a staff member that they are experiencing one or more forms of violence at the hands of their loved ones. Disclosure is a very difficult moment for the minor and demonstrates significant pain and determination.

§ 16

1. For the purposes of this document, procedures for intervention in the event of suspected harm to a child have been identified by:
   • employee/collaborator;
   • other third parties;
   • parents/legal guardians;
   • another child – peer abuse.

§ 17

Harm by an employee

1. If an employee reports child abuse, that person is immediately removed from all forms of contact with children (not just the injured child) until the matter is resolved.
2. The director conducts an interview with the child and other persons who have or may have knowledge of the incident and the child’s personal situation (family, health), in particular his or her guardians.
3. The director attempts to determine the course of the incident and its impact on the child’s mental and physical health. Findings are recorded on an intervention form, a template of which is provided  in Appendix 2.
4. The director organises a meeting with the child’s parents, to whom he/she provides information about the incident and the need/possibility of using specialist support, including relevant organisations or services.
5. If a crime has been committed against a child, the director prepares a report of a possible crime and forwards it to the appropriate police or prosecutor’s office. A sample report is provided in  Appendix 3.
6. If an employee has committed a form of abuse against a child other than a crime, the director will investigate all circumstances of the case, and in particular, will be obligated to interview the employee suspected of the abuse, the child, and any other witnesses to the incident. Findings are recorded on an intervention form, a template of which is provided  in Appendix 2.
7. In a situation where the violation of a child’s well-being is significant, in particular where there has been discrimination or a violation of the child’s dignity, consideration should be given to terminating the legal relationship with the person who committed the harm, or recommending such a solution to that person’s superiors.
8. If the employee who committed the harm is not directly employed by the Museum but by another entity (the organizer), then this entity should be notified and a recommendation should be made to prohibit this person from entering the Museum premises and, if necessary, to terminate the contract with this entity.

§ 18

Harm by other third parties

1. If a child is reported to be being harmed by a third party (stranger or relative), the director or an employee designated by the director shall conduct an interview with the child and other persons who have or may have knowledge of the incident and the child’s personal situation (family, health), in particular the child’s guardians.
2. The director, or an employee designated by the director, notifies the appropriate family support facility of the situation and follows the instructions provided by its staff. Findings are recorded in the intervention form  (Appendix 2).
3. If a crime has been committed against a child, the director or an employee designated by the director prepares a report of a possible crime and forwards it to the appropriate police or prosecutor’s office. A sample report is provided   in Appendix 3.
4. The further course of the proceedings lies within the competence of the institutions referred to in the preceding paragraphs.

§ 19

Abuse by parents/guardians

1. If abuse of a child by parents/guardians is revealed or reported, the director (or an employee designated by the director) conducts an interview with the child and other persons who have or may have knowledge of the incident and the child’s personal situation (family, health).
2. The director, or an employee designated by the director, notifies the appropriate family support facility of the situation and follows the instructions provided by its staff. Findings are recorded in the intervention form  (Appendix 2).
3. If a crime has been committed against a child, the director (or an employee designated by the director) prepares a notification of the possibility of committing a crime and forwards it to the locally competent police or prosecutor’s office  (Appendix No. 3).
4. The further course of the proceedings lies within the competence of the institutions referred to in the preceding paragraphs.

§ 20

Peer bullying

1. In the event of a suspicion of child abuse by another child present at the Museum during organised group activities, a Museum employee informs the group leader and conducts a conversation with the child suspected of abuse and his or her guardians, as well as separately with the child being abused and his or her guardians. A note is prepared regarding the incident.
2. In the event of a suspicion of abuse of a child by another child present at the Museum during a group activity under the supervision of Museum staff, the employee shall inform the director, who (or an employee designated by the director) shall conduct a conversation with the child suspected of being abused and his or her guardians, as well as separately with the child being abused and his or her guardians.
3. In addition, the director (or an employee designated by the director) interviews other people with knowledge of the incident.
4. During the interviews, efforts should be made to determine the course of the incident, as well as its impact on the mental and physical health of the abused child. Findings are documented in the intervention form  (Appendix 2). 
5. A separate intervention card is prepared for the abusive child and the abused child  (Appendix 2). 
6. After speaking with the parents/guardians of the abusive and abused child, the director (or an employee designated by the director) forwards information about the incident to the family support facility appropriate for the child’s residence. The director develops an action plan to address the undesirable behavior. Minutes are kept of the meetings.
7. The Museum then follows the guidelines received from the District Family Support Center.

§ 21

1. The principles of intervention in the event of suspected abuse involving a direct threat to a child’s health or life,  defined as emergency intervention, are defined as follows:
   • if, while performing his/her duties, the employee becomes aware of a direct threat to the life and/or health of the child, he/she is obliged to intervene immediately  (emergency intervention);
   • emergency intervention involves immediate telephone notification and sending an e-mail/fax notification of a direct threat to the child’s life and health to the appropriate Police unit;
   • in the notification sent by telephone, fax or email, the employee should provide all information obtained about the child (name, surname, address, location), describe the type of threat, and in the case of a telephone call – provide the exact time of the call, the duration of the call and the number from which the child or other person called;
   • if the employee knows the place where the child is currently staying, the employee sends a fax/email to the officer on duty at the Police Headquarters responsible for that place;
   • if the employee does not have information about the child’s current location, the notification should include all relevant information regarding the emergency situation, and in the case of a telephone call: the exact time of the call and the exact duration of the call, as well as a description of the contact with the caller and its content;
   • the notification sent by fax/email is signed by the employee undertaking the intervention;
   • The employee undertakes an emergency intervention without consultation. However, if the situation allows, consultation with the director or another employee should be sought before undertaking an emergency intervention;
   • a notification sent by fax/email should be sent by post to the address of the relevant Police headquarters no later than the next business day after the intervention.

§ 22

1. After undertaking an emergency intervention, the employee is obliged to provide oral information to the director and is then obliged to prepare an Intervention Card (Annex 2 to these Standards).
2. If abuse is reported by the person designated to conduct the intervention, the intervention is conducted by the director.
3. If abuse by a principal is reported, the actions described in this chapter are taken by the person who noticed the abuse or to whom the suspected abuse was reported.
4. Specialists, especially psychologists and educators, can be invited to participate in the intervention in order to use their help in talking to the child about difficult experiences.

§ 23

1. If you suspect that your child’s life is in danger or that he or she is at risk of serious harm to his or her health, you should immediately inform the appropriate services (Police, ambulance) by calling 112 or 998 (ambulance). 
2. The services are informed by the employee who first becomes aware of the threat and then completes the intervention card.
3. An Intervention Card is prepared for each intervention (Annex 2 to these Standards).

§ 24

1. The fact of disclosing the possibility of committing a crime to the detriment of a minor or harming a minor is not subject to a credible assessment by the employee and absolutely requires a reaction.
2. Employees and other persons who, in connection with the performance of their duties, have received information about child abuse or information related thereto, are obliged to keep this information confidential, excluding information provided to authorized bodies and institutions as part of intervention activities.

§ 25

If a suspicion of a threat to a child’s safety has been reported by the child’s guardians and this suspicion has not been confirmed, the child’s guardians must be informed of this fact in writing.

Chapter 5

Procedures and persons responsible for submitting reports of suspected crimes against minors

§ 26

1. If the person suspected of abuse is a child aged 13 to 17 and his or her conduct constitutes a criminal act, the director shall inform the police, PCPR or MOPS by means of a written notification.
2. If the person suspected of abuse is a child over 17 years of age and his or her behavior constitutes a crime, the director shall inform the locally competent police or prosecutor’s office by means of a written notification.

§ 27

1. If a crime has been committed against a child, the director prepares a crime report and forwards it to the appropriate police or prosecutor’s office. A sample report is provided in  Appendix 3.

§ 28

1. Interventions against families affected by domestic violence are carried out on the basis of the “Blue Cards” procedure.
2. The Museum does not have the authority to verify suspicions of violence against minors. It notifies the appropriate institutions of any such suspicions.
3. If an employee receives information about domestic violence, the person responsible for passing the information on to the PCPR is the director.

Chapter 6

The scope of competences of the person responsible for preparing staff to apply the standards, the principles of preparing this staff to apply them and the method of documenting this activity

§ 29

1. The draft Standards for the Protection of Minors in a complete version and in a shortened version for minors is prepared by the director (or an employee designated by the director).
2. The Director is responsible for the substantive preparation of employees for the application of the Standards, including the organisation of training meetings on their application.
3. A note is made of the training meetings referred to in paragraph 2, together with a list of meeting participants, which is kept in the Museum’s documentation.
4. The Director, as needed and possible, organizes training meetings for employees with representatives of the police, family court, juvenile probation officers, social welfare center employees, as well as organizations and associations dealing with the protection of minors.

Chapter 7

The principles and method of making the standards available to parents, legal or actual guardians and minors for the purpose of familiarising themselves with them and applying them

§ 30

1. The Museum applies the Standards for the Protection of Minors in their full version and in a shortened version intended for minors.
2. The full and abridged versions of the standards are posted on the Museum’s website and are available for anyone interested in viewing at the Museum’s office. The abridged versions of the standards are also available on Museum premises.
3. In the case of organized groups, the Museum employee requires the group’s guardian to familiarize minors with the Museum’s Standards before their visit. The Standards are available electronically. A written statement from the group’s guardian (Appendix 6) confirms that the Standards have been discussed with participants.
4. In the case of individual visitors, the Museum employee is obliged to familiarize minors with the Minor Protection Standards in force at the facility.
5. Parents and legal guardians of minors are always informed about the Standards in force at the Museum when registering their child for classes and are given the opportunity to familiarize themselves with them in the manner specified in this paragraph.

Chapter 8

Persons responsible for receiving reports of incidents threatening minors and providing them with support

§ 31

1. The person responsible for receiving reports of incidents threatening minors is the director.
2. Every employee is responsible for providing support to a minor in an emergency situation.
3. If an employee receives information or notices that a child is being harmed, they are obligated to provide assistance, prepare a report, and report the matter to the director. The director then notifies the family support institutions responsible for the child’s place of residence (PCPR and MOPS) or, in urgent cases, the police.
4. Any reasonable suspicion is grounds for taking further action.
5. The employee is obliged to take and report always in the event of:
   • suspicion of child abuse based on observations;
   • when a child discloses experiences of abuse;
   • when another person (adult or child) reports child abuse. 
6. If the person causing harm is an employee, an Intervention Card is prepared by the director, who conducts an investigation and takes disciplinary action.

Chapter 9

The method of documenting and storing disclosed or reported incidents or events that threaten the well-being of a minor

§ 32

1. The documentation of disclosed or reported incidents or events threatening the well-being of a minor consists of:
   • intervention card for a given event – ​​prepared in accordance with the template specified in Annex 2 to these standards;
   • notes prepared by employees regarding a given event;
   • a register of interventions carried out, constituting  Annex 4  to the Standards;
   • surveys monitoring the level of implementation of the Standards;
   • Standards monitoring reports.
2. The rules for storing disclosed or reported incidents or events threatening the well-being of a minor and for intervention in the event of suspected child abuse are specified in the office instructions.
3. Documentation regarding disclosed or reported incidents or events threatening the well-being of minors, documentation regarding interventions in the event of suspected child abuse, is stored at the Museum’s office and is made available in any way and form only with the consent of the director.
4. The designated employee is responsible for the proper storage and provision of documentation regarding disclosed or reported incidents or events threatening the well-being of a minor and for intervention in the event of suspected abuse of a minor.

Chapter 10

Requirements for safe relationships between minors, in particular prohibited behaviors

§ 33

1. The following principles for safe relationships between minors are established:
   • minors have the right to live and reside in a safe environment;
   • participants of classes organized by the Museum accept and respect each other, recognizing the right of other students to be different and to maintain their identity due to: ethnic, geographical, national origin, religion, economic status, family characteristics, age, gender, sexual orientation, physical characteristics, disability;
   • participants do not violate the rights of other participants – they do not discriminate against anyone because of any difference;
   • the behaviour and conduct of participants must not violate their sense of dignity/personal value of other people;
   • participants have the right to their own views, assessments and views on the world and to express them, provided that the manner of expressing them is free from aggression and violence and does not harm anyone;
   • participants are obliged to respect the personal rights and freedoms of their colleagues, their right to their own opinion, to seek and make mistakes, to their own views, appearance and behaviour – within the framework of socially accepted norms and values;
   • contacts between course participants should be characterized by maintaining high personal culture;
   • Participants of classes have no right to use any aggression, verbal, physical or psychological violence against other participants or other people – for any reason and under any circumstances.
2. The following are considered prohibited behaviors by minors:
   • using any aggression or violence against other people;
   • the use of aggression and physical violence in forms such as:
     • beating/hitting/pushing/kicking/spitting,
     • extortion,
     • sexual harassment,
     • abusing one’s advantage over another person,
     • physical harassment,
     • forcing another person to take inappropriate actions,
     • throwing objects at someone;
   • the use of aggression and verbal violence in forms such as:
     • insults, insults,
     • ridiculing, mocking, mocking the wronged person,
     • direct insult to the victim,
     • gossip and offensive jokes,
     • mimicry,
     • threats.
   • the use of aggression and psychological violence in forms such as:
     • humiliation,
     • exclusion/isolation/silence/manipulation,
     • writing on walls (e.g. in the toilet or corridor);
     • vulgar gestures,
     • tracking/spying,
     • offensive text messages and mms messages,
     • messages on internet forums, social media or so-called chat rooms,
     • telephone calls and e-mails containing threats, humiliating, vulgar, intimidating,
     • destroying/taking things belonging to the abused person,
     • intimidation and blackmail.
3. In each case where a participant witnesses an accident, assault, aggressive behavior or any other event that is contrary to the norms and rules in force on school premises, he or she must immediately report the incident by informing the nearest adult Museum employee.
4. In situations referred to in paragraph 2, the participant is obliged to follow the instructions of the Museum staff.
5. In the event of a minor being harmed by another minor on the Museum premises, an employee witnessing the event is obliged to:
   • decisively and firmly stop the negative behavior of the participants in the incident,
   • separate possible conflicting parties,
   • If necessary, provide first aid. In case of more serious injuries, the director will call an ambulance,
   • inform the director about the incident.
6. If the victim of violence has suffered severe bodily injuries requiring medical intervention or there is a long-term process of violence (torment), and previously applied corrective strategies have not brought the expected results and the perpetrator of violence is over 13 years of age, the director shall notify the Police and/or the Family Court about the incident.
7. He or she conducts a conversation with the perpetrator, discussing his or her behavior and informing him or her of the consequences.

Chapter 11

Rules for using electronic devices with Internet access

§ 34

1. The Museum does not provide Internet access to persons who are not Museum employees.

Chapter 12

The scope of duties of individual Museum employees in the event of suspicion or information that a child is being harmed

§ 35

1. If a child is suspected or is informed that he or she is being harmed,  the director :
   • receives reports of child abuse or suspected child abuse;
   • participates in a conversation with parents or legal guardians;
   • after the first positive verification, it forwards the information to the appropriate facility;
   • in the event of a threat to the child’s health or life, immediately notify the police;

Chapter 13

Support for minors after disclosure of abuse

§ 36

1. In the event of a minor being harmed, the Museum, due to the lack of appropriate staff, provides only ad hoc support.
2. The Museum informs the appropriate institutions which, in accordance with the law, are obliged to provide assistance to the minor.

Chapter 14

Principles for reviewing and updating standards

§ 37

1. The Director appoints a person responsible for monitoring the Standards.
2. In addition, the person referred to in paragraph 1 is responsible for responding to signals of violations of the Standards and for accepting proposed changes to the content of their provisions from employees.
3. The person referred to in paragraph 1 shall conduct a survey among employees every two years to monitor the level of implementation of the Standards. A sample survey  is provided in Appendix 5.
4. In the survey, employees can propose changes to the Standards and indicate situations where the Standards are violated and situations where the procedures specified in the Standards have not been applied or have not worked.
5. The person referred to in paragraph 1 processes the surveys completed by employees. Based on these surveys, the person prepares a monitoring report, which is then submitted to the director.
6. After analysing the report, the Director may introduce the necessary changes and then announce the new wording of the Standards by an appropriate order.

Chapter 15

Final provisions

§ 38

The following annexes constitute an integral part of the Standards:

1. Annex No. 1 – Templates of declarations regarding citizenship/citizenships and residence for the last 20 years;
2. Annex No. 2 – Intervention Card;
3. Appendix No. 3 – Template for notification of suspected crime;
4. Annex No. 4 – Intervention register template;
5. Appendix No. 5 – Sample survey for employees monitoring the level of implementation of the Standards;
6. Appendix No. 6 – Template of the declaration by the group supervisor on familiarizing the participants with the applicable standards for the protection of minors;
7. Appendix No. 7 – Sample employee declaration of having become familiar with the applicable Standards for the Protection of Minors;

§ 39

The standards enter into force on July 15, 2024.

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STANDARDS FOR THE PROTECTION OF MINORS IN A SHORT VERSION

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MINORS’ PROTECTION STANDARDS – PDF VERSION

MINORS’ PROTECTION STANDARDS – FULL VERSION  

MINORS’ PROTECTION STANDARDS – ABBREVIATION