8.34 Classified Personnel Who Are Mandatory Reporters Duty to Report Child Abuse, Maltreatment or Neglect

It is the statutory duty of classified school district employees who are mandatory reporters and who have reasonable cause to suspect child abuse or maltreatment to directly and personally report these suspicions to the Arkansas Child Abuse Hotline, by calling 1-800-482-5964. Failure to report suspected child abuse, maltreatment or neglect by calling the Hotline can lead to criminal prosecution and individual civil liability of the person who has this duty. Notification of local or state law enforcement does not satisfy the duty to report; only notification by means of the Child Abuse Hotline discharges this duty.

The duty to report suspected child abuse or maltreatment is a direct and personal duty for statutory mandatory reporters, and cannot be assigned or delegated to another person. There is no duty to investigate, confirm or substantiate statements a student may have made which form the basis of the reasonable cause to believe that the student may have been abused or subjected to maltreatment by another person; however, a person with a duty to report may find it helpful to make a limited inquiry to assist in the formation of a belief that child abuse, maltreatment or neglect has occurred, or to rule out such a belief. Employees and volunteers who call the Child Abuse Hotline in good faith are immune from civil liability and criminal prosecution.

By law, no school district or school district employee may prohibit or restrict an employee or volunteer who is a mandatory reporter from directly reporting suspected child abuse or maltreatment, or require that any person notify or seek permission from any person before making a report to the Child Abuse Hotline.

The Superintendent will establish procedures necessary to accomplish the intent of the policy and of the law.

Legal References:
A.C.A. § 12-18-107
A.C.A. § 12-18-201 et seq.
A.C.A. § 12-18-402

Date Adopted: 8/8/17

Last Revised:


Employees shall have an adequate opportunity to present his or her case during a Termination/Non-Renewal Personnel Hearing. The Board will allow a maximum of ninety (90) minutes per side for all examination, cross-examination, and arguments pertaining to the scheduled personnel hearing. Changes in allotments, either admitting additional evidence or testimony or precluding more evidence or testimony than anticipated, will only be made with notice and upon a determination of needed by the Board. Only in extraordinary circumstances will the Board grant additional time.

Date Approved: 10/8/19