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Children policy

Taking into consideration the legal obligation arising from the provisions of the Act of May 13, 2016, on Counteracting Sexual Crime Threats and Protecting Minors, as well as the content of the United Nations' guidelines on business and human rights, and recognizing the significant role of businesses in ensuring the respect of children's rights, Hotel Beethoven adopts the Minor Protection Standards for implementation. The Minor Protection Standards at Hotel Beethoven are implemented based on the following principles: 1. Hotel Beethoven operates its business with respect for the rights of children, recognizing them as particularly vulnerable to harm. 2. Hotel Beethoven acknowledges its role in conducting socially responsible business and promoting desirable social behaviors. 3. Hotel Beethoven emphasizes the importance of the legal and social obligation to report any suspected crime against children to law enforcement and commits to training its employees in this regard. PROCEDURE FOR IDENTIFYING A CHILD DURING REGISTRATION AT THE RECEPTION 1. One effective way to prevent child abuse is to establish the identity of the child staying at the facility and their relationship with the adult accompanying them. 2. To identify the child and their relationship with the accompanying adult, the following steps should be taken: a. Request the child’s identification document or any other document proving that the adult has the right to care for the child. Examples of documents that can be used for identification include an ID card, school ID, MObywatel application, Internet Patient Account, or court ruling. In case of absence or refusal to present an identity document, ask for the child’s details (name, surname, address, PESEL number). b. If there are no documents indicating the child's relationship with the adult or if they refuse to present them, inquire about the relationship with both the adult and the child. c. If the adult is not the child's parent or legal guardian, they should be asked to present a document, such as a notarized parental consent for the person to travel with the child, or a consent signed by the child's parent, indicating the child's details, residence address, contact phone number of the parent, and the ID number/PESEL number of the person entrusted with the child's care. 3. If the adult refuses to present the child's document and/or clarify the relationship, it should be explained that the procedure is in place to ensure the safety of children staying at Hotel Beethoven and that, according to the provisions of the Act of May 13, 2016, the facility's staff must comply with child rights regulations. After resolving the matter positively, thank them for taking the time to ensure the child is in good care. 4. If the conversation confirms a suspicion of an attempt or commission of a crime against the child, the supervisor should notify the police. The procedure then follows the steps outlined for circumstances indicating harm. 5. If employees from other departments, such as housekeeping, room service, bar and restaurant staff, relaxation area staff, security, etc., witness unusual and/or suspicious situations, they should immediately notify their supervisor, or if absent, a decision-maker who will take appropriate action. PROCEDURE IN CASE OF CIRCUMSTANCES INDICATING HARM TO A CHILD BY AN ADULT 1. Reasonable suspicion of child abuse arises when: a. The child disclosed the fact of being harmed to a facility employee, b. The employee observed the abuse, c. The child shows signs of harm (e.g., scratches, bruises) and responds inconsistently and/or chaotically when asked or becomes embarrassed, or there are other circumstances that may indicate harm, such as finding pornographic materials involving children in the adult's room. 2. An employee who has reasonable suspicion that a child staying at the facility is or has been harmed should immediately notify their supervisor/decision-maker, who will notify the police. If there is an immediate threat to the child's safety, the employee with reasonable suspicion of harm should promptly notify the police by calling 112 and describing the circumstances. Regardless, the employee should inform the Hotel Beethoven Coordinator of the incident. 3. Efforts should be made to hinder or even prevent the child and the suspected perpetrator from leaving the premises. 4. In cases specified in the Criminal Procedure Code, a citizen's arrest of the suspect can be made. In such situations, until the police arrive, the detained person should be supervised by security personnel or other hotel staff who can carry out such actions without risking their health or life. 5. In every case, the child’s safety must be ensured. The child should, if possible, remain under the care of an employee until the police arrive. If feasible, an attempt should be made to provide support to the child. 6. If there is a reasonable suspicion that a crime involving contact between the child and the perpetrator's biological material (e.g., semen, saliva, skin) has been committed, efforts should be made to prevent the child from washing and eating/drinking until the police arrive. The child should be explained why such restrictions are applied. 7. After the police take over the child, secure any video surveillance footage and other relevant evidence (e.g., documents) related to the incident and hand them over to the Coordinator, who will forward a copy to the prosecutor or police by registered mail or in person upon their request. 8. After the intervention, the incident should be reported to the Coordinator, who will document it in the event log or other designated document. Hiring Persons to Work with Children 1. Individuals working with children must demonstrate in their employment history that they have not harmed any child in the past. 2. Every person hired/delegated by Hotel Beethoven to work with children must be mandatorily checked in the Register of Sexual Offenders. This also applies to underage employees, i.e., those under 18 years of age. The check is performed by printing the search results from the restricted-access Register, which is then placed in the personnel file of the checked person. 3. Additionally, each person hired/delegated to work with children must provide a criminal record check from the National Criminal Register concerning offenses specified in Chapters XIX and XXV of the Criminal Code, in Articles 189a and 207 of the Criminal Code, and the Act of July 29, 2005, on Counteracting Drug Addiction (Journal of Laws of 2023, item 172, and 2022, item 2600), or corresponding prohibited acts under foreign law. Glossary: For the purposes of this document, the following terms are defined as follows: 1. Child/Minor - for the purposes of these standards, a child is any person under the age of 18. 2. Child’s Guardian - the legal representative of the child: a parent or guardian; foster parent; temporary guardian (i.e., a person authorized to represent a minor Ukrainian citizen who is staying on the territory of the Republic of Poland without adult supervision). 3. Unrelated Adult - any person over the age of 18 who is not the child’s parent or legal guardian. 4. Child Harm - any behavior that may constitute a prohibited act to the detriment of a child by any person, including an employee of the entity, or a threat to the child’s well-being, including neglect; any intentional or unintentional action/inaction by an individual, institution, or society as a whole and any result of such action or inaction that violates the rights, freedoms, and personal well-being of children and/or disrupts their optimal development. 5. Crime Against a Child - all crimes that can be committed against adults, and additionally crimes that can only be committed against children (e.g., Sexual Exploitation under Article 200 of the Criminal Code). Due to the specific nature of accommodation facilities, where it is easy to secure seclusion, crimes that most often may occur on their premises include crimes against sexual freedom and decency, especially rape (Article 197 of the Criminal Code), sexual exploitation of mental incapacity or helplessness (Article 198 of the Criminal Code), sexual exploitation of dependency or critical position (Article 199 of the Criminal Code), sexual exploitation of a person under the age of 15 (Article 200 of the Criminal Code), grooming (seduction of a minor via remote communication means - Article 200a of the Criminal Code). 6. Employee - a person employed under an employment contract or providing work under a similar contract (e.g., mandate, B2B, contract for specific work), as well as an intern, trainee, volunteer, etc. 7. Employee Working with Children - any person performing tasks or delegated to perform tasks related to the upbringing, education, recreation, treatment, provision of psychological counseling, spiritual development, sports, or other interests of minors, or caring for them.

Are you looking for an intimate venue for a business meeting or conference in Gdańsk? Purchase a voucher for a training room rental and receive unlimited access to coffee breaks FREE.

- One-day rental of a 43 m² training room located on the first floor (accommodating approx. 25 people in a horseshoe layout with tables or approx. 40 people in a theatre layout without tables), OR an intimate workshop space for up to 16 people. The rooms are air-conditioned and feature both artificial and natural lighting. Windows are equipped with blackout blinds, ensuring full comfort during presentations. The training rooms include professional technical facilities such as a projector, screen, and flipchart (for 8 hours).

- Unlimited access to coffee break service for training participants and presenters (coffee, tea, mineral water, sugar, lemon).

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