skip navigation

Home Board Policies

5:90 GENERAL PERSONNEL - Abused and Neglected Child Reporting

Any District employee who suspects or receives knowledge that a student may be an abused or neglected child or, for a student aged 18 through 22, an abused or neglected individual with a disability, shall” (1) immediately report or cause a report to be made to the Illinois Department of Children and Family Services (DCFS) on its Child Abuse Hotline 1-800-252-ABUSE (1-800-252-2873) (within Illinois) or 1-217-524-2606 (outside of Illinois); or 1-800-358-5117 (TTY), and (2) follow directions given by DCFS concerning filing a written report within 48 hours with the nearest DCFS field office.  Any District employee who believes a student is in immediate danger of harm, shall first call 911. The employee shall also promptly notify the Superintendent or Building Principal that a report has been made.  The Superintendent or Building Principal shall immediately coordinate any necessary notification to the student’s parent(s)/guardian(s) with DCFS, the applicable school resource officer (SRO), and/or local law enforcement. Negligent failure to report occurs when a District employee personally observes an instance of suspected child abuse or neglect and reasonably believes, in his or her professional or official capacity, that the instance constitutes an act of child abuse or neglect under the Abused and Neglected Child Reporting Act (ANCRA) and he or she, without willful intent, fails to immediately report or cause a report to be made of the suspected abuse or neglect to DCFS.
All District employees shall sign the “Acknowledgement of Mandated Reporter Status” form provided by the Illinois Department of Child and Family Services and the Superintendent or designee shall ensure that the signed forms are retained.
Any District employee who discovers child pornography on electronic and information technology equipment shall immediately report it to local law enforcement, the National Center for Missing and Exploited Children’s CyberTipline 1-800-THE-LOST (1-800-843-5678) or online at or or The Superintendent or Building Principal shall also be promptly notified of the discovery and that a report has been made. 
Any District employee who observes any act of hazing that does bodily harm to a student must report that act to the Building Principal, Superintendent or designee who will investigate and take appropriate action.  If the hazing results in death or great bodily harm, the employee must first make the report to the law enforcement and then to the Superintendent or Building Principal.  Hazing is defined as any intentional, knowing, or reckless act directed to or required of a student for the purpose of being initiated into, affiliating with, holding office in, or maintaining membership in any group, organization, club, or athletic team whose members are or include other students.

Abused or Neglected Child Reporting Act (ANCRA), School Code, and Erin’s Law Training
The Superintendent or designee shall provide staff development opportunities for school personnel working with students in grades kindergarten through 8, in the detection, reporting, and prevention of child abuse and neglect.

All District employees shall:
1. Before beginning employment, sign the Acknowledgment of Mandated Reporter Status form provided by DCFS. The Superintendent or designee shall ensure that the signed forms are retained.
2. Complete mandated reporter training as required by law within three months of initial employment and at least every three years after that date.
3. Complete annual evidence informed training related to child sexual abuse, grooming behaviors, (including sexual misconduct as defined in Faith’s Law) and boundary violations as required by law and policy 5:100 Staff Development Program.

Alleged Incidents of Sexual Abuse; Investigations 
An alleged incident of sexual abuse is an incident of sexual abuse of a child, as defined in 720 ILCS 5/11-9.1A, that is alleged to have been perpetrated by school personnel, including a school vendor or volunteer, that occurred: on school grounds during a school activity; or outside of school grounds or not during a school activity. 
If a District employee reports an alleged incident of sexual abuse to DCFS and DCFS accepts the report for investigation, DCFS will refer the matter to the local Children’s Advocacy Center (CAC). The Superintendent or designee will implement procedures to coordinate with the CAC. 
DCFS and/or the appropriate law enforcement agency will inform the District when its investigation is complete or has been suspended, as well as the outcome of its investigation. The existence of a DCFS and/or law enforcement investigation will not preclude the District from conducting its own parallel investigation into the alleged incident of sexual abuse in accordance with policy 7:20, Harassment of Students Prohibited.

Special Superintendent Responsibilities
The Superintendent shall execute the requirements in Board policy 5:150, Personnel Records, whenever another school district requests a reference concerning an applicant who is or was a District employee and was the subject of a report made by a District employee to DCFS. 
When the Superintendent has reasonable cause to believe that a license holder (1) committed an intentional act of abuse or neglect with the result of making a child an abused child or a neglected child under ANCRA or an act of sexual misconduct under Faith’s Law, and (2) that act resulted in license holder’s dismissal or resignation from the District, the Superintendent shall notify the State Superintendent and the Regional Superintendent in writing, providing the Ill. Educator Identification Number as well as a brief description of the misconduct alleged. The Superintendent must make the report within 30 days of the dismissal or resignation and mail a copy of the notification to the license holder. 
The Superintendent or designee shall develop procedures for notifying a student’s parents/guardians when a District employee, contractor, or agent is alleged to have engaged in sexual misconduct with the student as defined in Faith’s Law.  The Superintendent or designee shall also develop procedures for notifying the student’s parents/guardians when the Board takes action relating to the employment of the employee, contractor, or agent following the investigation of sexual misconduct.  Notification shall not occur when the employee, contractor, or agent alleged to have engaged in sexual misconduct is the student’s parent/guardian, and/or when the student is at least 18 years of age or emancipated.
The Superintendent shall execute the recordkeeping requirements of Faith’s Law.

Special School Board Member Responsibilities
Each individual Board member must, if an allegation is raised to the member during an open or closed Board meeting that a student is an abused child as defined in the Act, direct or cause the Board to direct the Superintendent or other equivalent school administrator to comply with the requirements of the Act concerning the reporting of child abuse.
If the Board determines that any District employee, other than an employee licensed under 105 ILCS 5/21B, has willfully or negligently failed to report an instance of suspected child abuse or neglect as required by ANCRA, the Board may dismiss that employee immediately.
When the Board learns that a licensed teacher was convicted of any felony, it must promptly report it to the State agencies listed in policy 2:20, Power and Duties of the School Board; Indemnification.

LEGAL REF.:  20 U.S.C. §7926, Elementary and Secondary Education Act
105 ILCS 5/10-21.9,5/10-23.13, 5/21B-85, 5/22-85.5, and 5/22-85.10.
20 ILCS 1305/1-1 et seq., Department of Human Services Act.
325 ILCS 5, Abused and Neglected Child Reporting Act.
720 ILCS 5/12C-50.1, Criminal Code of 2012.

CROSS REF.:  2:20 (Powers and Duties of the Board of Education), 3:40 (Superintendent), 3:50 (Administrative Personnel Other Than The Superintendent), 3:60 (Administrative Responsibility of the Building Principal), 4:60 (Purchases and Contracts), 4:165 (Awareness and Prevention of Child Sexual Abuse and Grooming Behaviors), 5:20 (Workplace Harassment Prohibited, 5:100 (Staff Development Program), 5:120 (Employee Ethics, Conduct; and Conflict of Interest), 5:150 (Personnel Records), 6:120 (Education of Children with Disabilities), 6:250 (Community Resource Persons and Volunteers), 7:20 (Harassment of Students Prohibited), 7:150 (Agency and Police Interviews) 

ADOPTED:  October 22, 2007

REVISED:  February 22, 2010
February 28, 2011
December 19, 2011
January 27, 2014    
January 25, 2016
January 22, 2018
January 27, 2020
February 28, 2022
June 12, 2023