Mandated Reporting

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Last Updated: June 2023

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Employees who work with minors, or have direct contact with them, are obligated to report known or reasonably suspected child abuse or neglect.  Teachers, lifeguards, instructional aides, school and youth organization administrators, community college instructors, and camp counselors are just some of the positions considered to be mandated reporters of child abuse and neglect in California.

This workbook provides a comprehensive overview of the California Child Abuse and Neglect Reporting Act ("CANRA"), the law regarding mandated reporting. The workbook addresses some of the most common (and complex) questions related to a mandated reporter's reporting obligation.  The workbook also contains employer resources, including a statutorily required mandated reporter acknowledgement form, a reporting checklist and strategies for employers to use in the event that a child abuse investigation arises from a mandated report.

Topics Include:

  • Who Is A Mandated Reporter?
  • Reasonable Suspicion: What Triggers A Report
  • What Is Child Abuse And Neglect?
    • Physical Abuse
    • Sexual Abuse and/or Exploitation
    • Child Neglect
    • What About Mental Suffering?
  • Nuts and Bolts: Procedural Requirements
    • Preparing Your Mandated Reporters To Report
    • Reports Are An Individual Duty
    • Telephone Report
    • Written Report
    • Internet Report
    • Confidentiality of Identity of Reporter
    • Immunity From Suit
    • Institutional Reporting Obligations Under the Safe Sport Act
  • Mandated Reporting In Community College Districts
    • Instructors, Counselors and Classified Employees
    • Clery Act and Mandated Reporting
  • Police Investigations of Reports of Child Abuse and Neglect
    • Investigatory Interviews
    • A Child’s Right To A “Trusted Adult”
    • Arrest of a Minor Perpetrator

This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.

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