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6月1日生效, 2023, 明尼苏达州esota law requires mandatory reporting by youth recreation program employees 18 years old or older who suspect abuse of a child.
Get answers to the following frequently asked questions (FAQs) about these reporting requirements.
Q1. Do mandated reporters covered by this new law have to report 任何 被虐待的?
Q2. How do I find out who the “local child welfare agency” is?
Q3. Should I alert my supervisor after making this report? 我可以告诉别人吗?
Q5. How can I tell if someone is in “imminent danger” and I need to go straight to the police?
Q7. 如果我不报告会怎么样? 或者有人做了虚假或不正确的报告?
Q10. Is there a best practice for documenting that I reported?
Q1. Do mandated reporters covered by this new law have to report 任何 被虐待的?
A1. No. 承保的雇员 新法律 必须报告以下情况:
- The employee or supervisor knows or has reason to believe that another employee or supervisor is abusing or has abused a child within the preceding three years.
- A child dis关闭s to the employee or supervisor that the child is being abused or has been abused within the preceding three years.
例如, if a child comes to day camp with bruises or fractures, 不谈伤病吗, 而且受伤似乎发生在家里, an employee is not obligated to report under the statute. 也就是说, employees may choose to err on the side of caution and report the situation to a local child welfare agency.
Q2. How do I find out who the “local child welfare agency” is?
A2. The 明尼苏达州esota Department of Human Services provides a list of the various local welfare agencies based upon your county or tribal entity
Access the list of local welfare agencies from the 明尼苏达州esota Department of Human Services
Q3. Should I alert my supervisor after making this report? 我可以告诉别人吗?
A3. While you are not required to inform your supervisor under the statute, you may choose to do so. 然而, these situations may be sensitive and involve non-public data, so care should be taken when disclosing information. Cities may also want to consider updating their personnel policies to determine whether supervisors or other employees should be notified of reports as a matter of city practice.
Q4. 如果我不确定这是不是虐待呢? 如果我错了怎么办?
A4. Lesson 2 of the 明尼苏达州esota Child Welfare Training Academy’s course includes a tool to help make a decision on reporting and uses the Department of Human Services acronym “P.A.S.S.这句话会有帮助:
- P因为-花点时间慢下来.
- Analyze — Ask yourself questions such as “What have I observed,” or “What information suggests there is a reason to believe a child has been maltreated?”
- Self Reflect — Reflect to determine if bias is creeping into your thought process. Ask yourself “Am I observing abuse, or could this be a cultural difference in parenting style?”
- Support or Report — Make a decision on the appropriate course of action.
也就是说, it’s important to keep in mind local welfare agencies ultimately decide whether abuse or maltreatment has occurred once a report is made.
If a report is made in good faith, an employer cannot retaliate against employees making a report. 当地福利机构将对此进行调查, but there are no ramifications if a report is later found to be unsubstantiated.
Q5. How can I tell if someone is in “imminent danger” and I need to go straight to the police?
A5. 明尼苏达州. R. 9560.0214年,subp. 12 defines “imminent danger” as a child “threatened with immediate and present maltreatment that is life threatening or likely to result in abandonment, 性虐待, 或者严重的身体伤害.”
Best practice is to immediately report 任何thing life-threatening to the police.
Q6. Do I only report it if the child specifically tells me they have been abused or do I report it when I suspect abuse, 但孩子否认了?
A6. 根据法令, employees should report if they have “reason to believe,” that another employee or supervisor is abusing or has abused a child within the preceding three years. 因此，怀疑滥用就足够了.
Q7. 如果我不报告会怎么样? 或者有人做了虚假或不正确的报告?
A7. 员工被要求“诚信”报告.” If an employee submits a false or unsubstantiated report in good faith, 法律没有规定后果. 然而, 任何 person who knowingly or recklessly makes a false report or fails to report may be liable in a civil suit.
Q8. 如果我举报，我的雇主会报复吗?
A8. No. The statute states an employer of 任何 person required to make a report cannot retaliate against the person for reporting in good faith. 这包括:
- Discharge, suspension, termination, or transfer from the private or public youth recreation program.
- 解雇或终止雇佣.
- 降低或减少服务报酬.
- Restriction or prohibition of access to the private or public youth recreation program or persons affiliated with it.
Q9. 报告完成后会发生什么? 我还需要做些什么吗?
A9. The local child welfare agency may call you with follow-up questions. You should also be notified of 任何 decision the agency makes.
Q10. Is there a best practice for documenting that I reported?
A10. 这取决于城市政策和员工偏好. The statute does not provide 任何 documentation requirements.
