Code of Ethical Conduct for Clergy, Employees, and Volunteers Working With Minors
Click < Code of Ethical Conduct for Clergy, Employees, and Volunteers> to open PRINTABLE PAGE
ARCHDIOCESE OF ST. LOUIS
CODE OF ETHICAL CONDUCT FOR
CLERGY, EMPLOYEES AND VOLUNTEERS WORKING WITH MINORS
I. Preamble
It is God who calls people to ministry and to other forms of service in His Church and
thereby in varying ways to continue the mission of Jesus Christ. Therefore, those who
serve in the name of the Church must be exemplary. Clergy, employees and volunteers
must at all times be mindful that they bear an awesome responsibility for the sake of the
Gospel. Their personal and professional conduct can and often does inspire and motivate
others to deepened faith and personal holiness. However, because of the great trust
placed in the Church by God’s people, the conduct of the Church’s clergy, employees and
volunteers can also scandalize, undermine faith and harm those whom God has entrusted
to the Church’s pastoral care.
It is to be understood, therefore, that all who minister, work or volunteer in the parishes,
schools or other institutions, offices or agencies of the Catholic Church must at all times
uphold Gospel values in their personal and professional conduct. Clergy, employees and
volunteers should and will be held accountable for their behavior. They must exemplify
a deep commitment to the Church and its traditions and strive after integrity of life. They
must respect the rights and inherent dignity of every other human person. Valuing the
pursuit of personal, spiritual and intellectual growth, they must seek to maintain a
professional level of competence with regard to the ministry or work entrusted to them.
In order to maintain the highest level of accountability, there must be a clear and unambiguous blueprint of appropriate and inappropriate behavior. The intent of this
Code of Ethical Conduct is to provide a set of normative standards of conduct for all
clergy, employees, and volunteers engaged in ministerial and other Church related
situations in the Archdiocese of St. Louis. While this Code is not exhaustive in the
variety of situations specifically mentioned, it is to be understood that the standards set
out herein are to be considered normative for every pastoral or other Church related
setting.
Responsibility for adherence to this Code of Ethical Conduct rests with the individual.
Any member of the clergy, employee or volunteer who violates this Code will be subject
to appropriate remedial action by the competent authority in each case. Corrective action
may take various forms depending on the specific nature and circumstance of the offense,
including but not limited to, an oral or written citation or even removal from ministry,
termination of employment or discontinuance of one’s volunteer efforts.
II. Personal and Professional Interactions
- Integrity
All clergy, employees and volunteers must maintain a presence of mind about
their proper role in the circumstance in which they find themselves.
1.1 Clergy, employees and volunteers must always protect the interests and
rights of those who are most vulnerable, especially minors.
1.2 Explicitly sexual interactions or even sexually suggestive interaction with
persons who are served or with whom one works are never appropriate to
the ministerial setting. Members of the clergy are expected to conduct
themselves chastely according to their state of life.
1.3 Those who work or volunteer their service to the Church must protect the
confidentiality and privacy rights of others at all times.
2. Proper Conduct for Instances of Pastoral Counseling and Spiritual Direction
Those who provide pastoral counseling and spiritual direction must respect the
rights and advance the welfare of each person with whom they have this type of
professional ministerial relationship.
2.1 Any counseling conducted by clergy, employees or volunteers must be
within the parameters of their training or certification from a recognized
association of peers or licensure from the State of Missouri. Those who
provide pastoral counseling and spiritual direction must not overstep the
limits of their competence. Those who provide pastoral counseling and
spiritual direction should also be diligent in referring clients to other
qualified professionals when appropriate or necessary.
2.2 It must always be clear, both to those who provide pastoral counseling and spiritual direction, as well as to their clients, that it is a counseling or
spiritual direction relationship that is in progress.
2.2.1 This includes maintaining a clear distinction between the ministry
in which they are engaged and other specialized forms of clinical
therapy.
2.2.2 It includes making certain that sessions are conducted in
appropriate settings and, at appropriate times, supported by a
calendar record of contacts. Counseling or spiritual direction
should not take place at times or in locations which could make the nature of the session ambiguous or misleading to the client. No sessions may at any time be conducted in private living quarters.
2.3 Those who provide pastoral counseling and spiritual direction should
carefully consider the possible consequences before entering into a
counseling relationship with someone with whom they have a
pre-existing relationship (i.e., employee, professional colleague,
friend or other pre-existing relationship).
2.4 Those who provide pastoral counseling and spiritual direction are not to
audiotape or videotape sessions.
2.5 Those who provide pastoral counseling and spiritual direction assume the
full burden of responsibility for establishing and maintaining clear and
appropriate boundaries in all counseling and counseling-related
relationships.
2.5.1 They are to avoid unnecessary social contact with clients during
the course of counseling.
2.5.2 They are never to engage in sexual intimacies with the persons they counsel or with other persons who are close to the client, (e.g., relatives or friends). This includes consensual or non-consensual intimacies, forced physical contact, as well as the use of sexual language or comment which is inappropriate to the professional nature of the relationship.
2.5.3 Physical contact of any kind (i.e., touching, hugging, holding)
between those who provide pastoral counseling and spiritual
direction and the persons they counsel, especially during sessions, can easily be misconstrued and should be avoided. This prohibition of physical contact applies also to the Sacrament of Penance, except for the sacramental imposition of hands.
3. Confidentiality
Information disclosed to a Pastoral Counselor or Spiritual Director during the
course of counseling, advising or spiritual direction must be held in the strictest
confidence possible.
3.1 Information obtained in the course of sessions must be held in confidence,
except for compelling professional reasons or as required by law.
3.1.1 If there is clear and imminent danger to the client or to others,
those who provide pastoral counseling or spiritual direction may
disclose to the necessary authorities only the information necessary to protect the parties affected and to prevent harm (e.g., a client that threatens harm to himself/herself or others).
3.1.2 Before disclosure is made, if feasible, those who provide pastoral
counseling or spiritual direction should inform the person being
counseled about the disclosure and the potential consequences.
3.2 At the outset of this type of professional relationship, those who provide
pastoral counseling and spiritual direction should discuss with each client
the nature of confidentiality and its limits should the client disclose intent
to put self and/or others in imminent danger.
3.3 Those who provide pastoral counseling and spiritual direction should keep
minimal records of the content of sessions.
3.4 Knowledge acquired from professional contact may be used in teaching,
writing, homilies or other public presentations only when effective
measures are taken to safeguard absolutely both the individual’s identity
and the confidentiality of the disclosures.
3.5 While counseling a minor, if a Pastoral Counselor or Spiritual Director
discovers that there is a serious threat to the welfare of the minor and that
communication of confidential information to a parent or legal guardian is
essential to the child’s health and well-being, the Pastoral Counselor or
Spiritual Director should:
Attempt to secure written consent from the minor for the specific
disclosure if such is appropriate under the circumstances.
If consent is not obtained, disclose only the information necessary
to protect the health and well-being of the minor.
Consultation with the appropriate Church supervisory personnel is
required before disclosure
3.6 In conducting group sessions, those who provide counseling must ensure
that no individual is subject to trauma or abuse resulting from group
interactions. The nature of the group and the parameters of confidentiality
regarding all individual disclosures during group sessions are to be
explained to participants at the outset. Such group interactions include
pastoral counseling groups, faith formation groups, Renew groups, etc.
These obligations are independent of the sacramental seal of Confession,
which demands that under no circumstance whatsoever may there be any
disclosure, even indirect disclosure, of information received through
Confession.
4. General Conduct
Clergy, employees and volunteers working with minors should maintain an open
and trustworthy relationship between the minors and the adult supervisors.
4.1 Clergy, employees and volunteers must be aware of their own and others’
vulnerability when working alone with a minor. They must always be
mindful that minors, whether in a social or ministerial situation, are not to
be considered as possessing the capacity to make free will and voluntary
decisions. That is, wherever they are and whatever they do is only to
transpire with the explicit knowledge of their parents or guardians.
4.2 Use a team approach in managing youth activities. In general, two adults
should be present in situations involving minors with the exception of
sacramental confession.
4.3 Clergy, employees and volunteers must always observe the following
regarding interaction with minors:
4.3.1 When meeting with a minor, the office door should have a window
or be left open. Do not meet with a minor if there are no other
adults in the immediate vicinity.
4.3.2 Never visit a minor’s home without at least one other adult present and without the expressed welcome of parents or guardians.
4.3.3 Do not drive alone with a minor for any reason on a regular basis
or for any long distance.
4.3.4 All outings with minors (i.e., retreats, youth group trips,
sports-related activities and overnight trips) require the presence of at least two adults at all times.
4.3.5 Adults may not share sleeping quarters with minors, unless
accommodations are barrack-style with multiple adults and
multiple minors in the same room, each individual having a
separate bed.
4.3.6 Locker rooms, shower rooms and dressing rooms are not to be
shared with minors unless another adult is present.
4.3.7 Minors are not to be accompanied into restrooms without another
adult present unless the circumstance makes it absolutely
unavoidable.
4.3.8 Minors should be permitted only in the public section of a rectory,
never in the private living quarters.
4.3.9 Minors should never be permitted to stay overnight in the rectory,
even if alone in a separate guestroom.
4.4. Physical contact with youth can be misconstrued and should occur: (a)
only when completely nonsexual and otherwise appropriate and (b) never
in private.
4.5 Clergy, employees and volunteers should never be involved with the
illegal possession and/or illegal use of drugs and/or alcohol. They must
never supply such substances to minors nor may they consume alcohol
while functioning in an official capacity with minors. This includes those
who are involved with children as coaches or managers of sports teams.
4.6 Clergy, employees and volunteers should not provide shared or private
overnight accommodation for any minors including, but not limited to,
accommodations in any Church owned facility, private residence, hotel
room or any other place unless there is ample adult supervision present.
4.6.1 In rare emergency situations when accommodation is necessary for the health and well-being of the youth, the clergy, employees or volunteers should take extraordinary care to protect all parties from the appearance of impropriety and from all risk of harm.
4.6.2 A team approach should always be employed in managing such
emergency situations.
4.7 Physical force or demeaning language should not be used in disciplining
minors. Physical force is only permissible to protect oneself, another
innocent party or a child who is out of control.
4.8 Prudent caution is to be employed regarding physical displays of affection
(e.g., hugging or even social rough-housing), language and topics of
conversation used with minors. At no time are any of the above
appropriate if they could not also be comfortably, and with approval,
carried out in the presence of the minor’s parent or guardian.
4.9 Clergy, employees and volunteers should refuse to accept expensive gifts
from minors or their parents without prior written approval from the pastor
or the administrator, in the case of a school, and archdiocesan agencies.
4.10 Clergy, employees and volunteers should refrain from giving expensive
gifts to minors without prior written approval from the parents or
guardians and the pastor or the administrator, in the case of a school, and
archdiocesan agencies.
5. Sexual Conduct
Clergy, employees and volunteers must not, for sexual gratification or intimacy,
exploit the trust placed in them by the faith community.
5.1 Clergy, employees, and volunteers who are committed to a celibate
lifestyle of complete continence are called to be an example of celibate
chastity in all relationships at all times.
5.2 Employees and volunteers who provide pastoral counseling or spiritual
direction services must avoid developing inappropriately intimate
relationships with minors, other employees, or parishioners. Employees
and volunteers must conduct themselves in a professional manner at all
times.
5.3 No member of the clergy, employee or volunteer may exploit another
person for sexual purposes.
5.4 Allegations of sexual misconduct are taken seriously and are to be
reported to the competent authority in the archdiocesan office or agency,
parish or school, as well as to civil authorities, if the situation involves one
who is presently a minor. The norms of the Pastoral Policy Regarding
Alleged Cases of Sexual Abuse of Minors by Clergy or other Church
Personnel of the Archdiocese of St. Louis and the archdiocesan Policy and Guidelines on Child Abuse and Child Protection are to be followed without
exception in every situation of this kind in order to protect the rights of all
involved.
5.5 Clergy, employees and volunteers should review and know the contents of
the child abuse regulations and reporting requirements for the State of
Missouri and should follow those mandates.
6. Harassment
As is true in relationships with adults and equally applicable with minors, clergy,
employees and volunteers must not engage in physical, psychological, written or verbal harassment of employees, volunteers or parishioners and must not tolerate such harassment by other Church employees or volunteers.
6.1 Clergy, employees and volunteers must maintain a professional work
environment that is free from physical, psychological, written or verbal
intimidation or harassment.
6.2 Harassment encompasses a broad range of physical, written or verbal
behavior, including without limitation the following:
• Physical or mental abuse;
• Racial insults;
• Derogatory ethnic slurs;
• Unwelcome sexual advances or touching;
• Sexual comments or sexual jokes;
• Requests for sexual favors used as a condition of employment, or to
affect other personnel decisions, such as promotion or compensation;
• Display of offensive materials.
6.3 Harassment can be a single severe incident or a persistent pattern of
behavior where the purpose or the effect is to create a hostile, offensive or
intimidating work environment.
6.4 Allegations of harassment are to be taken seriously and reported
immediately to the competent authority in the archdiocesan office or
agency, parish or school. The applicable personnel policy of the
archdiocese or the parish, school or agency is to be followed to protect the
rights of all involved.
7. Conflicts of Interest
Clergy, employees and volunteers must in any professional interaction avoid
situations that might present a conflict of interest. Even the appearance of a
conflict of interest can call integrity and professional conduct into question.
7.1 Clergy, employees and volunteers should disclose all relevant factors that
potentially could create a conflict of interest. Sound moral principles,
uprightness, sincerity and transparent accountability must be the hallmarks of conduct for all who serve in the Church.
7.2 Conflicts of interest may also arise when the independent judgment of one
providing pastoral counseling or spiritual direction is impaired by prior
dealings, becoming personally involved or becoming an advocate for one
person against another. In these circumstances, the counselor or spiritual
director should advise the parties that he or she can no longer provide
services and refer them to another counselor or spiritual director.
8. Reporting Ethical or Professional Misconduct
Clergy, employees and volunteers have a duty to report their own ethical or
professional misconduct and the misconduct of others.
8.1 Clergy, employees and volunteers must hold each other accountable for
maintaining the highest ethical and professional standards. When there is
an indication of illegal actions by clergy, employees or volunteers, the
proper civil authorities should be notified immediately as well as the
competent authority at the archdiocesan office or agency, parish or school.
8.2 When an uncertainty exists about whether a situation or course of conduct
violates this Code of Ethical Conduct or other religious, moral or ethical
principles, consult with the Archdiocesan Director of Human Resources,
others who are knowledgeable about ethical issues or the Review
Administrator of the Gennesaret committee.
8.3 When it appears that a member of the clergy, an employee or a volunteer
has violated this Code of Ethical Conduct or other religious, moral or
ethical principle, the matter is to be reported to the employment supervisor
or next higher authority or the Review Administrator of the Gennesaret
committee.
8.4 The obligation of those who provide pastoral counseling and spiritual
direction to report client misconduct is subject to the duty of
confidentiality. However, any agreement or duty to maintain
confidentiality must yield to the need to report misconduct that threatens
the safety, health or well-being of any of the persons involved as provided
for in Section 3.1.
9. Administration
Employers and supervisors should treat clergy, employees and volunteers justly in
the day-to-day administrative operations of their ministries.
9.1 Personnel and other administrative decisions made by clergy, employees
and volunteers must meet the requirements of civil and canon law and be
consistent with Catholic social teachings and this Code of Ethical
Conduct.
9.2 No member of the clergy, employee or volunteer may use his or her
position to exercise unreasonable or inappropriate power and authority.
9.3 Clergy, employees and volunteers providing services to minors must read
and sign the Code of Conduct before providing services.
10. Clergy, Employees and Volunteers Well-being
Clergy, employees and volunteers have the duty to be responsible for their own
spiritual, physical, mental and emotional health.
10.1 Clergy, employees and volunteers should be aware of warning signs that
indicate potential problems with their own spiritual, physical, mental
and/or emotional health.
10.2 Clergy, employees and volunteers should seek help immediately whenever they notice behavioral or emotional warning signs in their own
professional and/or personal lives.
10.3 Clergy, employees and volunteers must address their own spiritual needs,
at the heart of which are frequent participation in the celebration of the
Eucharist and the Sacrament of Penance. Support from a Spiritual
Director is highly recommended.
10.4 Inappropriate or illegal use of alcohol and drugs is prohibited.
Archdiocese of St. Louis
Commitment to Ethical Conduct for
Clergy, Employees and Volunteers Working with Minors
Our children are the most important gifts God has entrusted to us. I promise to follow strictly the rules and guidelines in the Archdiocese of St. Louis Code of Ethical Conduct for Clergy, Employees and Volunteers Working with Minors as a condition of my providing services to the children and youth of our Archdiocese.
I understand that since I may be working with minors, I will be subject regularly to a thorough background check including criminal history. I understand that any action inconsistent with this Archdiocese of St. Louis Code of Ethical Conduct for Clergy, Employees and Volunteers Working with Minors for failure to take action mandated thereby may result in my removal from my position of working with minors.
I further understand that I may, as a condition of continuing in my position, be required to participate in education and training provided by the Archdiocese or the school, parish or agency with which I am associated.
Printed Name:
Signature:
Date: