Preamble In view of the legal obligation arising from the provisions of the Act of May 13, 2016, on counteracting threats of sexual crime and the protection of minors, as well as the content of the guidelines of the United Nations in the field of business and human rights, recognizing the important role of business in ensuring respect for children's rights, No.4 Residence adopts the Standards for the Protection of Minors (also "SOM", "Standards"). This document constitutes a set of principles and procedures applied in case of suspicion that a child staying at No.4 Residence is being harmed and for the prevention of such threats, taking into account the situation of children with disabilities and children with special educational needs. The Standards for the Protection of Minors at No.4 Residence are implemented based on the following principles: 1. No.4 Residence conducts its operational activities respecting the rights of children as persons especially vulnerable to harm. 2. No.4 Residence recognizes its role in conducting socially responsible business and promoting desirable social attitudes. 3. No.4 Residence particularly emphasizes the importance of the legal and social duty to report to law enforcement authorities every case of suspected crime against children and commits to training its employees in this regard.
Glossary:
For the purposes of this document, the meanings of the following terms have been clarified: 1. Tourist facilities – accommodation facilities and other facilities where accommodation services are provided as defined in the Act of August 29, 1997 on accommodation services and the services of tour guides and tour leaders. 2. Child/minor – for the purposes of these standards, a child is any person under 18 years of age. 3. Child's guardian – statutory representative of the child: parent or guardian; foster parent; temporary guardian (person authorized to represent a minor Ukrainian citizen staying in the territory of the Republic of Poland without adult care). 4. Adult stranger – any person over 18 years of age who is not the child's parent or legal guardian. 5. Child abuse – understood as behavior that may constitute the commission of a prohibited act to the detriment of a child by any person, including an employee of the entity, or threat to the child's welfare, including neglect; any intentional or unintentional action/omission of an individual, institution or society as a whole and any result of such action or inactivity that violates the rights, freedoms, and personal goods of children and/or disrupts their optimal development. 6. Forms of violence against a child: ● Physical violence against a child is violence resulting in actual physical harm to the child or a potential threat thereof. This harm occurs as a result of action or omission on the part of a parent or another person responsible for the child, whom the child trusts, or who has authority over them. Physical violence against a child can be repetitive or a one-time act. ● Psychological violence against a child is a chronic, non-physical, harmful interaction between a child and a guardian, including both acts and omissions. It includes, among others: emotional unavailability, emotional neglect, relationships with the child based on hostility, blaming, defamation, rejection, developmentally inappropriate or inconsistent interactions with the child, failure to recognize the child's individuality and mental boundaries between parent and child. ● Sexual exploitation of a child means involving the child in sexual activity which they are unable to fully understand and give informed consent to and/or are not developmentally mature to legally consent to and/or which is contrary to legal or customary norms of a given society. Sexual exploitation occurs when such activity takes place between a child and an adult or a child and another child if these persons are in a relationship of care, dependency, or authority due to age or developmental level. Sexual exploitation may also take the form of sexual abuse, i.e., any actual or attempted abuse of position, vulnerability to threats, power, or trust for sexual purposes, including but not limited to financial, social or political gain from sexual exploitation of another person. Particular risk occurs during humanitarian crises. Threats of exploitation apply to both children and their guardians (definition per UN Bulletin ST/SGB/2003/13). ● Neglecting a child means chronic or occasional failure to meet their basic physical and psychological needs and/or disregarding their basic rights, causing health disorders and/or developmental difficulties. Neglect occurs in the relationship between the child and the person obligated to care, raise, protect and look after the child. 7. Crime against a child – all crimes that can be committed against adults as well as crimes that can only be committed against children (e.g., Sexual exploitation under Article 200 of the Penal Code). Due to the nature of accommodation facilities where isolation can be easily achieved, the most frequent crimes occurring on their premises are those against sexual freedom and decency, particularly rape (Art. 197 PC), sexual abuse of helplessness or incapacity (Art. 198 PC), sexual abuse of dependency or critical situation (Art. 199 PC), sexual abuse of person under 15 years old (Art. 200 PC), grooming (seducing minors through remote communication means – Art. 200a PC). 8. Other forms of child abuse besides criminal offenses – all forms of violence against the child that do not meet the criteria of a publicly prosecuted crime (e.g., yelling, humiliation, pulling, insulting, neglecting needs, etc.). 9. Employee means a person employed under a contract of employment or performing work under a similar contract (e.g., mandate, B2B, contract for specific work), as well as interns, trainees, volunteers, etc. 10. Employee working with children means any person performing or delegated to perform tasks related to upbringing, education, recreation, treatment, psychological counseling, spiritual development, sports, or other interests of minors, or caring for them. 11. Entrepreneur – the governing body/entity/person managing a given facility or network of facilities, responsible for the proper formal functioning of the facility.

CHAPTER I.
FACILITY EMPLOYEES

General principles 1. No.4 Residence commits to educating its employees about circumstances indicating that a child staying at the facility may be harmed and on how to respond quickly and adequately to such situations. The facility may provide this education by various forms of training, e.g., external training, internal training, e-learning, educational materials developed by the facility and available to employees, educational materials freely available prepared by other organizations. 2. Every employee, before starting work, is acquainted with SOM, which they confirm by signing a statement and committing to adhere to the principles and procedures contained in this document. 3. Employees working with children undergo periodic training, which is documented by the employer. 4. No.4 Residence commits to taking into account the situation of children with disabilities and children with special educational needs, adapting guidelines to the specificity and scope of the facility's operations. Employment of persons working with children 1. Persons working with children must demonstrate in their employment history that they have not harmed any child in the past. 2. Every person employed/delegated by No.4 Residence to work with children must be compulsorily checked in the Register of Sexual Offenders. This also applies to underage employees, i.e., under 18 years of age. The check is done by printing the search results from the restricted-access Register, which is then placed in the personal files of the checked person. 3. Moreover, every person employed/delegated to work with children must provide information from the National Criminal Register regarding offenses listed in Chapters XIX and XXV of the Penal Code, Articles 189a and 207 of the Penal Code, and the Act of July 29, 2005, on counteracting drug addiction (Journal of Laws 2023, item 172 and 2022, item 2600), or acts prohibited under foreign law equivalent to these offenses. 4. If the employed/delegated person has citizenship other than Polish, they should also submit information from the criminal register of that country, obtained for professional or volunteer activity related to contact with children, or information from the criminal register if the law of that country does not provide for issuing information for the above purposes. 5. The employed/delegated person should also submit a statement on countries of residence in the past 20 years, other than the Republic of Poland and their citizenship country, made under penalty of criminal liability. 6. If the law of the country from which the information on criminal record is to be submitted does not provide for issuing such information or does not maintain a criminal register, the employed/delegated person submits a statement about this fact under penalty of criminal liability. 7. Under the statements made under penalty of criminal liability, the following declaration is made: "I am aware of the criminal liability for making a false statement." This declaration replaces the authority's notification about criminal liability for making a false statement. 8. When using services of external entities, the facility should include in the contract with that entity the relevant clause enabling enforcement of proper standards regarding verification by that entity of employees' child safetyNo.4 Residence. 4. The Coordinator organizes and documents the employee education process in recognizing symptoms that a child in the facility may be harmed and in ways of rapid and appropriate response to such situations, according to procedures adopted by the facility. 5. The Coordinator records any intervention or reported event related to child abuse on the facility grounds in a designated document (e.g., incident log or intervention register). 6. In case of justified suspicion of crime, the Coordinator is responsible for securing evidence, including surveillance recordings, and handing them over upon request to authorities by registered mail or personally to the prosecutor or police. 7. The Coordinator is responsible for conducting the procedure if a child was harmed by a facility employee or another adult not directly employed by No.4 Residence but by a third party. 8. The Coordinator is responsible for monitoring and updating SOM and their availability to employees, guests, and other cooperating entities. 9. Coordinator contact details are available to all employees and guests, including children. The data must include information on how to contact the Coordinator (email, phone, availability: days and working hours). Principles of safe employee-child relationships 1. The following rules apply to all employees of No.4 Residence, as well as other adults who have contact with children on the premises, if such contact is permitted by the facility. 2. The fundamental principle of all actions taken by employees in contact with children at No.4 Residence is to treat the child with respect and consider their dignity and needs. 3. Use of any form of violence by employees or other adults against a child is unacceptable. 4. If you witness any of the above behaviors or situations involving other adults or children, always inform the person responsible at the facility for implementing and monitoring SOM or your direct supervisor.

CHAPTER II.
CHILD IDENTIFICATION PROCEDURE DURING CHECK-IN AT THE RECEPTION

1. An effective way to prevent child abuse is to establish the identity of the child staying at the facility and their relationship with the accompanying adult. 2. Reception staff takes all possible steps to identify the child and their relationship with the accompanying adult. 3. To identify the child and their relationship with the adult at the facility, it is necessary to: a. request the child's identity document or another document confirming that the adult has the right to care for the child. Examples include identity card, school ID, MObywatel app, Internet Patient Account, court order. If no identity document is presented or it is refused, ask for the child's data (name, surname, address, PESEL number). b. If no documents indicating kinship or guardianship between the child and adult are presented or refused, ask the adult and child about their relationship. c. If the adult is not the child's parent or legal guardian, they should be asked to present, for example, a notarized consent from the parent to travel with the child, or a consent signed by the child's parent including child's data, address, parent's phone number, and ID document/PESEL number of the person entrusted with the child's care. If the adult has none of these documents, ask them to fill out an appropriate statement, according to the form prepared by the facility. The statement should contain the child's data and the adult's data with whom the child stays, indicating the relationship between the child and the adult. If the adult is not the parent or legal guardian, they should declare that the parents/legal guardians consented to care for the child. 4. In case of refusal by the adult to present the child's document and/or indicate the relationship, explain that the procedure serves to ensure the safety of children using No.4 Residence and that according to the provisions of the Act of May 13, 2016, the facility employees must comply with child rights regulations. After explaining positively, thank for the time spent ensuring the child is in good care. 5. If the conversation does not dispel doubts regarding suspicion toward the adult and their intention to harm the child, especially if they refuse to present ID or the child has no document and refuses to submit a written statement, discreetly inform the supervisor and security staff (if present on site) in a way that does not raise suspicions (e.g., refer to the need to use equipment in the reception back office, asking the adult to wait with the child in the lobby, restaurant, or another place). 6. From the moment doubts arise, both the child and the adult should, if possible, be within the employee's sight and should not be left alone. 7. The informed supervisor takes over the conversation with the adult to obtain further explanations. 8. If the conversation confirms suspicion of an attempt or commission of a crime against the child, the supervisor notifies the police and follows the procedure as in circumstances indicating child abuse (see Chapter III). 9. If employees of other departments are witnesses to unusual or suspicious situations (e.g., cleaning service, room service, bar and restaurant staff, relaxation zone, security), they should immediately inform the supervisor or, if absent, a decision-maker who will take appropriate action (see points 7 and 8 above). 10. Depending on the situation and place, the supervisor verifies whether the suspicion of child abuse is justified and takes appropriate measures to clarify the situation or decides to intervene and notify the police.

CHAPTER III.
PROCEDURE IN CASES INDICATING CHILD ABUSE BY AN ADULT

1. Justified suspicion of child abuse occurs when: a. the child reveals to the facility employee the fact of abuse, b. the employee observes abuse, c. the child shows signs of abuse (e.g., scratches, bruises) and responds inconsistently or chaotically when asked and/or becomes embarrassed or other circumstances may indicate abuse, e.g., finding child pornography materials in the adult's room. 2. An employee who reasonably suspects that a child staying at the facility is or has been abused should immediately notify a supervisor/decision-maker who then notifies the police. If the child's safety is threatened, the employee must immediately notify the police by calling 112 and describing the circumstances. Regardless, the employee informs the No.4 Residence Coordinator about the incident. 3. Efforts should be made to hinder or prevent the child and the suspected abuser from leaving the facility. 4. In cases provided for by the Penal Procedure Code, a citizen's arrest of the suspected person may be made. Until police arrival, the detained person remains supervised by security or other facility employees who can perform such actions without risking their health or life. 5. The child's safety must always be ensured. The child should, as far as possible, remain under employee care until police arrival. If possible, support for the child should be provided. 6. In cases of justified suspicion of a crime involving contact of the child with the perpetrator's biological material (sperm, saliva, skin flakes), avoid allowing the child to wash or eat/drink until police arrive. Explain to the child the reason for these restrictions. 7. After the child is taken over by the police, secure surveillance footage and other evidence (e.g., documents) related to the incident and hand them to the Coordinator, who will forward copies to the prosecutor or police as requested by the authorities. 8. After the intervention, report the incident to the Coordinator, who records it in the incident log or other designated document.

CHAPTER IV.
PROCEDURE IN CASE OF SUSPECTED OR CONFIRMED CHILD ABUSE BY AN EMPLOYEE OR ANOTHER ADULT

1. In case of suspicion of child abuse by an employee or another adult not directly employed by No.4 Residence but by a third party, the person who received the information should immediately notify the Coordinator or, in their absence, another designated person. 2. If the child's life or health is at risk, the person who received the information should immediately notify the police by calling 112, providing their details, child's details (if possible), child's location, and a description of the circumstances, as well as notify the supervisor/decision-maker, who informs the child's guardians/parents. The person who received the information also informs the Coordinator at least by email or in writing. 3. If an employee has committed another form of harm toward the child than a criminal offense, the Coordinator upon receiving the information should investigate all circumstances, especially by interviewing the suspected employee and other witnesses. If the child's welfare is significantly violated, particularly in cases of discrimination or dignity violations, the Coordinator should recommend appropriate personnel actions to the facility manager. 4. If the perpetrator is not directly employed by No.4 Residence but by a third party (e.g., outsourcing), a ban on their access to the facility should be recommended and, if necessary, the contract with the third party terminated.

CHAPTER V.
PROCEDURE IN CASE OF OTHER FORMS OF VIOLENCE AGAINST A CHILD BY A PARENT/LEGAL GUARDIAN OR ANOTHER ADULT

1. In case of confirming abuse by a parent/legal guardian or another adult with whom the child stays at the facility, any employee witnessing such abuse should respond firmly. 2. If the child's life or health is threatened, the person receiving the information should immediately notify the police by calling 112, providing their data, child's data (if possible), child's location, and circumstances, and notify the supervisor/decision-maker. That person also informs the Coordinator at least by mail/writing. 3. If a facility employee witnesses physical violence toward a child (slaps, pulling, yelling, other listed in the definition of physical violence), they should attempt to stop the abuse and intervene. 4. If a child under 7 years old is left unattended, the employee receiving this information should notify the supervisor, who decides on further action, considering the circumstances and Penal Code and Misdemeanor Code context. Depending on the situation, the supervisor attempts to find the parent/legal guardian or another adult accompanying the child at the facility and explains they may not leave the child unattended. If the guardian or adult cannot be found or refuses or is unable to care for the child, the supervisor notifies the police. The child's safety must always be ensured.

CHAPTER V.
MONITORING AND EVALUATION OF THE STANDARDS FOR THE PROTECTION OF MINORS

1. The Entrepreneur appoints a Coordinator responsible for the Standards for the Protection of Minors applied at No.4 Residence and posts their contact details in an easily accessible place for employees and guests, including children. 2. The Entrepreneur defines the scope of tasks and competencies of the Coordinator concerning employee preparation for applying SOM provisions, rules for preparing employees to apply them, and documenting these activities. 3. The Coordinator mentioned above performs monitoring and evaluation of SOM every two years. 4. Monitoring and evaluation include verifying implementation of Standards, responding to signals of rule and procedure violations, and proposing changes to the document, especially to adapt them to current needs and compliance with applicable laws. 5. The Coordinator conducts an employee survey at No.4 Residence every two years to monitor the level of SOM implementation. 6. In the survey, employees may propose changes and indicate rule and procedure violations in the facility. 7. The Coordinator processes completed surveys, prepares a monitoring report, which is then submitted to the Entrepreneur. The Entrepreneur introduces necessary changes to the document and announces the new wording of the Standards to employees.

CHAPTER VI.
FINAL PROVISIONS

1. The policy comes into effect on August 15, 2024. 2. The facility makes the Standards available on its website and on the information board or at the reception.