Stacja Narciarska Kaniówka Ski
EN

STANDARDS FOR THE PROTECTION OF MINORS

 

Białka Tatrzańska, on 2nd January 2026

STANDARDS FOR THE PROTECTION OF MINORS

– FULL VERSION

Entity Obligated to Implement the Standards

These Standards for the Protection of Minors have been developed and implemented by Stacja Narciarska Kaniówka spółka z ograniczoną odpowiedzialnością, with its registered office in Białka Tatrzańska, ul. Kaniówka 19 E, 34-405 Białka Tatrzańska, entered in the Register of Entrepreneurs kept by the District Court for Kraków–Śródmieście in Kraków, 12th Commercial Division of the National Court Register, under KRS number: 0001024735, holding NIP number: 7361026378 and REGON number: 490276248, e-mail: , telephone no.: +48 609 728 608.

This document has been implemented in order to fulfil the obligation arising from Articles 22b and 22c of the Act of 13 May 2016 on Counteracting Threats of Sexual Crime and on the Protection of Minors.

Principles Ensuring Safe Relationships Between Minors and Staff

The Company’s staff consistently ensure the safety of minors while they use the ski slopes and infrastructure of SN Kaniówka. The principles of safe relationships between staff and minors apply to all employees, regardless of the form of employment. Moreover, these principles are also communicated to persons cooperating with the Company in the provision of services, regardless of the legal basis of such cooperation.

In communication with minors, the Company’s staff and other persons cooperating with the Company:

  • remain calm, patient, and respectful;

  • respond, in accordance with the principles of constructive communication and criticism, to any offensive, inappropriate, or discriminatory behaviour or language used by minors, as well as to all forms of violence, intimidation, and intolerance among them;

  • allow minors to express their own opinions on any subject;

  • do not shame, humiliate, disregard, insult, or criticise minors;

  • do not threaten minors or criticise their behaviour in a manner that undermines their dignity or self-esteem, including in a way that could expose them to ridicule;

  • do not respond with malice, sarcasm, or overt criticism to a minor’s behaviour and do not joke about minors in a way that lowers their self-esteem or may expose them to ridicule.

The following principles also apply to contacts between the Company’s staff (and persons cooperating with the Company) and minors:

  1. Contacts with minors do not violate applicable law, established norms, or rules. All minors are treated equally and fairly. Employees do not divide or discriminate against them (on the basis of origin, sense of identity, age, gender, religion, beliefs, financial status, physical appearance, knowledge, or other circumstances).

  2. Staff do not exploit relationships of authority or physical advantage over minors.

  3. Staff do not use any form of physical violence against minors.

  4. Staff do not use any form of psychological violence against minors.

  5. Staff do not use statements violating the dignity of minors with sexual connotations and do not refer to sexual activity or sexual attractiveness.

  6. Staff do not violate the personal integrity of minors.

  7. Staff do not force minors to engage in any activity of a sexual nature.

  8. During any individual conversation, at the request of the minor, staff ensure the presence of another adult.

III. Principles and Procedure for Intervention in the Event of Suspected Harm or Information About Harm to a Minor

Any minor may report, in any manner (verbally, in writing, or in documentary form), to any trusted person who is an employee of the Company or a person cooperating with the Company in the provision of services, the fact of domestic violence being used against them or against other minors.

The report referred to above may be made during a direct conversation, via SMS, electronically, by telephone, or in any other available manner, at any time.

A person who obtains information about violence against minors first undertakes actions aimed at stopping the harm.

In each case of a report or suspicion of harm to a minor, the Company’s Management Board seeks to diagnose the victim’s situation, in particular risk factors and information indicating or excluding violence, including: who the perpetrator is and their relationship with the minor; how often and for how long the minor has been harmed; information on the behaviour of other family members towards the minor; the minor’s relationship with the non-abusive parent; supporting persons; and other factors accompanying the violence.

The Management Board or persons authorised by it conduct interviews with the harmed person, the reporting person, and the non-abusive parent/guardian.

If the suspicion of violence is substantiated or violence is confirmed, the Management Board initiates appropriate procedures (application to the family court for insight into the child’s situation / notification of a suspected criminal offence).

Procedures and Persons Responsible for Reporting Suspected Criminal Offences Against Minors and Notifying the Guardianship Court

Submitting notifications of suspected criminal offences against minors, as well as notifying the guardianship court, falls within the exclusive competence of the Members of the Company’s Management Board, unless the Board decides in specific cases to delegate this task to third parties (Company employees or legal service providers).

After obtaining information about the possibility of a criminal offence against a minor, the Members of the Management Board shall:

  1. conduct an interview with the reporting person to establish all relevant factual circumstances;

  2. prepare an official note/report from the interview, including: the minor’s name and surname; address of residence; circumstances related to the disclosure of signs indicating the possibility of a criminal offence;

  3. take steps to determine the minor’s family situation by contacting the legal/factual guardian, the minor, or the person under whose care the minor remains while using SN Kaniówka services;

  4. take steps to clarify the causes of the signs indicating a possible criminal offence by interviewing the minor;

  5. if, after the above actions, circumstances remain unclear or indicate a high probability of a criminal offence, prepare a notification of suspected criminal offence or an application to the competent guardianship court for insight into the minor’s family situation.

Principles for Reviewing and Updating the Standards

The Members of the Management Board, in cooperation with the Company’s legal service providers, are responsible for reviewing and updating these Standards.

Reviews shall be conducted with a frequency adjusted to legislative changes. The Management Board shall continuously monitor legislative amendments, in particular changes to the Act of 13 May 2016 on Counteracting Threats of Sexual Crime and on the Protection of Minors.

Reviews shall be carried out no less frequently than once a month, unless legislative changes or changes in the Company’s activities require more frequent reviews.

If updates are necessary, a new version (together with an indication of changes) shall replace the previous version and shall be published:

  1. on the Company’s website;

  2. at the Company’s registered office.

Archived versions shall be stored for inspection in paper form at the Company’s registered office and electronically. Access to archived versions shall be available upon request sent to the Company by e-mail at:

Scope of Responsibilities of the Person Responsible for Preparing Staff to Apply the Standards

The Members of the Management Board are responsible for preparing the Company’s staff, subcontractors, and cooperating persons to apply these Standards.

In particular, their duties include:

  • developing training on the procedures set out in these Standards;

  • conducting training for all employees within one month of implementation of the Standards, and for employees hired thereafter within two weeks of commencing employment or concluding another civil-law contract;

  • conducting training for newly hired employees within two weeks of employment;

  • conducting training for all employees within one month of updating the Standards, if required;

  • conducting refresher training at least once every two years;

  • responding to employees’ questions and concerns regarding the procedures;

  • periodically verifying compliance with the procedures;

  • collecting and storing employees’ declarations of familiarity with and commitment to comply with the Standards.

VII. Principles for Preparing Staff and Documenting This Process

Company staff shall participate in training within one month of adoption of the Standards. Knowledge gained shall be verified by answering no more than 10 questions prepared by the Management Board.

New employees shall undergo training within two weeks of employment or contract conclusion, with verification by answering no more than 10 questions.

In the event of updates, employees shall undergo retraining within one month, focusing on changes, with verification as above.

Refresher training shall be organised at least once every two years.

After training, each employee shall sign declarations confirming:

  • familiarity with the Standards;

  • completion of training;

  • commitment to comply with the Standards.

Declarations shall be stored in personnel files.

As the Company uses subcontractors, it shall provide them and other contractors with the full and abridged versions of these Standards.

VIII. Principles and Methods of Making the Standards Available to Parents/Guardians and Minors

These Standards (including archived versions) shall be available in paper form at the Company’s registered office.

They shall also be published on the Company’s website at: https://kaniowka.pl/en/standards-for-the-protection-of-minors

They may also be accessed upon request sent to the Company’s e-mail address:

Persons Responsible for Receiving Reports of Threats to Minors and Providing Support

The following are responsible:

  • Members of the Company’s Management Board;

Documentation and Storage of Reported Incidents Threatening the Welfare of a Minor

Information on incidents shall be documented in writing and stored in an internal register for a period until the limitation period for criminal liability expires.

Requirements for Safe Relationships Between Minors, Including Prohibited Behaviour

If justified, staff shall inform minors of rules of conduct and prohibited behaviour, including in particular:

  • physical violence (e.g. pushing, hitting, kicking, pinching, fighting);

  • psychological violence (e.g. insults, mockery, vulgar language, negative comments causing distress);

  • physical aggression;

  • verbal aggression;

  • sexual contact.

Observation of prohibited behaviour shall result in admonition and a conversation with the minor’s guardian.

XII. Use of Electronic Devices with Internet Access

Not applicable – the Company does not provide minors with access to electronic devices with Internet access.

XIII. Principles for Establishing a Support Plan After Disclosure of Harm

Support plans are prepared by the Management Board, possibly with assistance from specialists such as a family psychologist.

The plan shall include:

  • minor’s name;

  • basis for preparation;

  • diagnosis of the situation;

  • support objectives;

  • cooperation with external entities;

  • scope and duration of support;

  • forms and methods of support;

  • evaluation of effectiveness.

Assessment shall consider:
a) type and circumstances of harm;
b) degree of legal violation;
c) threat to the minor’s life or health.

XIV. Amendments to the Standards

No amendments have been introduced to date.