Many boundaries in the contact between (employees and participants in the activities of the foundation are not unambiguous. Exact boundaries can never be agreed upon that apply to all participants and in all situations. Certain persons are, however, extra vulnerable to abuse, namely minors, people with a disability, people who do not yet know their way around in the Netherlands or who do not have a good command of the language
and people with financial problems.There are two very clear boundaries that are absolutely unacceptable:

  • sexual acts and contacts between (employees and participants in activities)
  • financial abuse, extortion, bribes, and giving/borrowing or receiving money from participants

That is why we as a foundation have drawn up a code of conduct for all our employees. When you come to work for us, as a volunteer, intern or as a paid employee, we ask you to sign this code of conduct. You hereby declare that you know the Code of Conduct and that you will act in accordance with the Code of Conduct.

THE RULES OF CONDUCT FOR (VOLUNTARY) EMPLOYEES

  • The employee must provide an environment and atmosphere in which the participant feels safe and respected.
  • The employee shall refrain from treating the participant in a way that affects the participant’s dignity.
  • The employee does not penetrate further into the private life of the participant than is functionally necessary.
  • The employee refrains from any form of sexual approach and abuse towards the participant. All sexual acts, acts, contacts and relationships between employees and minors up to the age of 18 are under no circumstances permitted and are considered sexually transgressive behaviour.
  • The employee may not touch the participant in such a way that this touch is reasonably expected to be experienced as sexual or erotic in nature.
  • During any training days, camps, trips, outings and the like, the employee will treat participants and the areas in which they are located, such as the changing room or hotel room, with great restraint and respect.
  • The employee has the duty to protect the participant to the best of his ability against forms of unequal treatment and sexually transgressive behavior and will actively ensure that the code of conduct is observed by everyone involved with the participant.
  • If the employee identifies behavior that is not in accordance with this code of conduct and if he suspects sexually transgressive behaviour, he is obliged to report this to the management of Stichting SKIN Rotterdam.
  • The employee will not receive or give any (im)tangible compensation that is not reasonable. Extortion, theft, giving or accepting money from participants is not allowed.
  • In those cases where the code of conduct does not provide, or in case of doubt about the admissibility of certain conduct, it is within the responsibility of the employee to act in the spirit of the code of conduct and, if necessary, to contact the board of the Foundation. SKIN Rotterdam.

Explanation of transgressive behavior with a (minor and/or vulnerable) participant:

Transboundary is any form of (behaviour or approach, in a verbal, nonverbal or physical sense, intentional or unintentional, which is experienced as undesirable or coerced by the person undergoing it; and or takes place within an unequal balance of power and/or other acts or conduct that is punishable under the Criminal Code.

In the event of (a suspicion of) sexually transgressive behaviour, the SKIN-Rotterdam foundation applies a protocol. This protocol is provided with the information for new employees. Behaviors that, according to the above description, fall under sexually transgressive behavior can be sanctioned by a disciplinary procedure in which adversarial procedure will take place. Appropriate disciplinary action will be taken for paid employees.

Cross-border conduct involving minors and/or vulnerable participants, which the board deems to fall under the Criminal Code, will be reported to the police/judicial authorities.