The Kentucky Department of Corrections and this facility has a zero-tolerance policy toward all forms of sexual abuse and sexual harassment against any person confined here. We take any allegation of sexual misconduct seriously and will respond to, investigate, and support the prosecution of any staff, vendor, contractor, service provider or volunteer who engages in sexual misconduct within any of our facilities.
• Zero tolerance means that no sexual activity of any kind is permitted in our facility. This includes forced or consensual activity between inmates and inmates, and staff/volunteers/contractors/service providers/vendors and inmates.
• All inmates have a right to be free from sexual abuse and harassment from other inmates, staff, volunteers, or contractors.
• Being incarcerated does not mean sexual abuse or harassment is a part of the punishment.
• Any sexual activity, even consensual, between a staff/volunteer/contractor/service provider/vendor and inmate is considered a violation of our zero-tolerance policy and may lead to criminal prosecution.
This facility also has a zero-tolerance policy when it comes to retaliation.
• Retaliation occurs when an inmate, staff or volunteer injures, harms, or intimidates a person who has reported sexual abuse and/or sexual harassment - or attempts to do so - in response to the report.
• Retaliation contributes to a "code of silence" by creating barriers to reporting through threats and intimidation.
• We protect inmates and staff members who report sexual abuse, sexual harassment or cooperate with an investigation from retaliation.
• No staff/volunteer/contractor/service provider/vendor may retaliate against any inmate or staff in any way if they report abuse or harassment and no staff/volunteer/contractor/service provider/vendor may be retaliated against for making a report.
• A code of silence is not acceptable. If it happens, or you are told about it, report it.
By law, inmates cannot consent to sex while in a confinement setting, with staff, volunteers, service providers, vendors or contractors. This is a violation because of the imbalance of power that exists in confinement settings and the inability of inmates to have the freedom to walk away or stay away from others. Staff/volunteers/contractors/service providers/vendors can sit in more powerful positions to inmates, may have access to items or services the inmates want, and due to this, can coerce a relationship an inmate would not otherwise have entered into on the outside. Inmates may attempt to engage in sexual relationships with you that they would not engage in on the outside. They might do this in order to gain comfort, items, create instability or gain friendship. No one thinks they will ever be in a relationship, sexual or otherwise, with an inmate but it happens. Don't risk your position or your freedom. It's not worth it.
Understanding Inmates in Confinement Settings
• Inmates can be at risk for unhealthy relationships with authority figures, especially female inmates.
• Inmates can be considered "vulnerable" by virtue of past sexual and physical
abuse/molestation, inability to communicate well (e.g., limited English language skills, intellectual or developmental disability), age and size, prior trauma or mental health issues and might be easily taken advantage of.
• Inmates may try to manipulate others to gain items, comfort, or leverage of some kind. They may intentionally try to flirt with, gain the trust of or seek your help bringing in contraband as a way to cope with their current status as an inmate and lack of freedom.
• Inmates sometimes have difficulty adjusting to coercive, restrictive environments and seek out comfort and ways to manage their confinement through relationships or leveraging others.
• Inmates may question their own sexual identity/preference and may engage in relationships they would not on the outside.
Setting clear boundaries
- Realize that you may have a lot in common with an inmate and may even easily form a friendship.
- Be aware of that possibility and avoid developing a personal relationship.
- Be approachable and respectful and use professional communication only.
- Understand your own personal vulnerabilities and how they might affect your time with inmates.
- Role model respectful behavior with inmates and refer them to appropriate staff when needed. Ask staff for help if you aren't sure what to do in a particular situation.
- Please remember that as a person who supervises or has authority over an inmate/offender, any sexual contact between you and the inmate is considered a crime as outlined in KRS 510.060, 510.090, and 510.120.
Respectful Communication with LGBTI (Lesbian, Gay, Bisexual, Transgender, lntersex) Inmates
As a volunteer/vendor/contractor/service provider you do not have to change your own personal or religious views about LGBTI people, however, we all want to set any prejudices aside so that all inmates are treated with respect.
All LGBTI inmates will be treated with professionalism and respect. Intentionally referring to LGBTI inmates by derogatory names or pronouns can constitute sexual harassment and is a sign of disrespect. Everyone is responsible for ensuring that LGBTI inmates live in a safe, non-discriminatory and respectful environment within the facility. If you have any questions about this segment of our population, please ask.
Prevention and Detection of Sexual Abuse and Sexual Harassment
Prevention Strategies
• Ensure respectful communication between you and the inmates and between yourself and staff.
• Daily remind yourself of the zero-tolerance policy.
• Follow the reporting process below; if you see something or even have a suspicion, report it.
• Don't spend so much time alone with one inmate that an inappropriate relationship could develop or appears to others to be developing; be aware of how you spend your time.
• Professionalism is a cornerstone to a respectful culture. Keep it professional at all times; language, dress and behavior should reflect modesty and be appropriate for a correctional setting. No profanity or name-calling is ever permitted.
• Understand inmates and their behaviors and realize they are different from those who are not confined for a variety of reasons; do not become "friends" with an inmate.
Detection Strategies
• Be observant inmate behaviors and patterns and report to the facility if an inmate's behavior becomes uncharacteristic or demonstrates signs they are being abused or harassed.
• If you see something, say something. Even a small interaction or verbal/nonverbal message from an inmate that seems concerning should be reported.
• Take note of staff or other contractor/vendor/volunteers' behaviors should they become concerning to you and report it to the facility.
If told about an allegation of sexual abuse, sexual harassment. and/or retaliation:
You must take any report from an inmate either verbally, in writing, anonymously, or from third parties. All verbal reports must be documented immediately. This must be done even if you do not believe the inmate or if the allegation is against another volunteer/contractor/peer that you trust and work with. Allow the investigators to sort out the facts. All allegations must be reported to the facility
immediately.
WAYS TO REPORT
- Tell the Warden or Deputy Warden
- Tell any supervisor, such as a Sergeant, Lieutenant or Captain
- Tell medical or mental health staff
- Call the PREA Hotline at 1-833-362-PREA (7732)
- Tell the staff member or Certified Volunteer escorting you and/or your group
- Document who you reported it to and exactly when with date and time
Investigations
Once you report an allegation it will be sent to an investigator. You may be asked or later contacted for additional information. All allegations will be followed by a prompt, thorough and objective investigation.
Conclusion
We thank you for working in or volunteering your time in our facility. Only by working together can we eliminate sexual abuse and sexual harassment of inmates. If you have any questions about this or your responsibilities, you may contact the PREA Compliance Manager at this facility or Agency PREA
Coordinator Pamela Clayton (pamelas.clayton@ky.gov).