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Youth Protection from Abuse & Misconduct

Abuse/Molestation Policy #

Wisconsin Interscholastic Speech & Dramatic Arts Association (WISDAA) prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. WISDAA provides procedures for youth as program beneficiaries, as well as employees, volunteers, board members, or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment, volunteerism, or membership, as well as criminally prosecuted. No employee, volunteer, board member or other person, regardless of their title or position has the authority to commit or allow sexual abuse or misconduct.

Please see our Eligibility & Participation rules for additional requirements of schools participating in events held at Universities of Wisconsin System campuses.

Definitions and Examples #

The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, volunteers or other third parties. Sexual abuse or misconduct may include, but is not limited to:

  • Child sexual abuse – any sexual activity, involvement, or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.
  • Sexual activity with another who is legally incompetent or otherwise unable to give consent.
  • Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.
  • Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders, and/or pulling against another’s body or clothes.
  • Material such as pornographic or sexually explicit images, posters, calendars, or objects.
  • Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.
  • A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile, or offensive environment.
  • Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.

Reporting Procedure #

Immediately report suspected sexual abuse or misconduct to:

  • Law enforcement agency with jurisdiction of the locale where abuse occurred
  • Wisconsin county office of Child Protective Services where the child resides
  • School administration, safety staff, or other official at a PK-12 school
  • Title IX Office, if at an event on a university campus
  • WISDAA Executive Director
  • Belonging & Inclusion Advocate at a WISDAA event

It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. WISDAA will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint will not be part of the investigative team.

Mandatory Reporting, Anti-retaliation, and False Allegations #

This applies to coaches, adjudicators (contest judges/evaluators), workshop instructors, event staff/volunteers, or any other adults associated with WISDAA contests.

WISDAA is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. It is the policy of WISDAA not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations.

Wisconsin law (48.981(2)) requires that any mandated reporter who has reasonable cause to suspect that a child seen by the person in the course of professional duties has been abused or neglected, or who has reason to believe that a child seen by the person in the course of professional duties has been threatened with abuse or neglect and that abuse or neglect of the child will occur, make a report to county CPS or law enforcement.

In addition, Wisconsin law (175.32) requires that any mandated reporter who believes in good faith, based on a threat made by an individual seen in the course of professional duties regarding violence in or targeted at a school, that there is a serious and imminent threat to the health or safety of a student or school employee or the public, make a report to law enforcement.

Penalty: Persons required to report, who intentionally fail to report suspected child abuse or neglect or threats of school violence may be fined not more than $1,000 or imprisoned not more than 6 months or both. Wis. Stats. (s. 48.981(6))

Under Wisconsin law, persons making reports in good faith are immune from criminal or civil liability. Further, WISDAA prohibits retaliation made against any employee, volunteer, board member, or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making knowingly false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused. WISDAA prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution.

Investigation and Follow-Up #

WISDAA will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly, and equitably investigate whether misconduct has taken place. The organization may utilize an outside third party to conduct an investigation of misconduct. WISDAA will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. WISDAA will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation.

A person who is mandated to report suspected child abuse or neglect will be informed by the county what action, if any, was taken to protect the health, safety, and welfare of the child who is the subject of the report.

Employee and Volunteer Worker Screening and Selection #

As part of its sexual abuse and misconduct prevention program, WISDAA is committed to maintaining a diligent screening program for prospective and existing employees, volunteers and others that may have interaction with those employed by, associating with or served by WISDAA. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references.

Procedures #

All event staff and/or volunteers hired by WISDAA to work WISDAA events must complete a contract that includes agreeing to all Abuse and Misconduct policies. They will receive an invitation to complete a Criminal Background Check (CBC) through InCheck’s service. WISDAA will further screen those individuals through Wisconsin Circuit Court Access Program (CCAP Alert) monitoring system. Those individuals will further receive information and guidance on protecting students from abuse and the issue of implicit bias as provided by the National Federation of State High School Associations (NFHS).

Supervision of Youth #

To provide a safe environment for minors, WISDAA requires that a minimum of two adult workers supervise or be in attendance with minors during organization-related activities. The purpose is to avoid one-on-one interactions between adults and minors that are not easily observable by others. If individual meetings with a minor must be held in an office, another adult should be present; in unavoidable circumstances, the door must be kept open and the activity must be interruptible.

Acknowledgement #

All staff and volunteers interacting with youth at WISDAA events must acknowledge receipt, review and understanding of responsibilities of Abuse and Misconduct policies, including mandatory reporting obligations, how to report incidents of sexual abuse or misconduct as set forth in the policy, and protections from retaliation against any employee or volunteer exercising their rights under the policy. Further, WISDAA will notify all signatories to this policy of any changes/updates, and ascertain agreement to abide by such updates.

Updated on 10/11/2024
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