The Dwelling Place (the “Church”) is committed to providing an environment free of harassment of any employee, volunteer, participant, Pastor, Elder, etc. (“Church personnel”) because of the Church personnel’s race, sex, religion, age, national origin, disability, or any other category protected under state or federal law. The Church does not condone or tolerate any harassing conduct based on a Church personnel’s race, sex, age, national origin, disability or any other category protected under state or local law.
- General Harassment
Harassing conduct may include, among other things: (1) epithets, slurs, stereotyping, or threatening, intimidating, or hostile acts that relate to race, sex, age, national origin or disability; and (2) written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, sex, age, religion, national origin or disability.
Harassment also consists of other unwelcome conduct, whether verbal or physical, that is based upon a person’s gender, race, national origin, or other protected status that:
a) Creates an intimidating, hostile or offensive environment;
b) Unreasonably interferes with an individual’s work or reasonable enjoyment of the Organization’s services; or
c) Otherwise adversely affects an individual’s work opportunities or ability to utilize/partake in the services provided by the Church.
The Church is committed to protecting as much as possible Church personnel employees and parishioners from such harassment, whether from other Church personnel or non-Church personnel.
- Sexual Harassment
Specifically included in this policy is a commitment to provide an environment free of sexual harassment. Sexually harassing conduct may include, among other things:
a) Unsolicited and unwelcome comments or conduct of a sexual nature or that are demeaning (for example, offensive or vulgar jokes, name-calling, comments about one’s body or sex life, stereotyping based on a person’s gender, touching, leering, ogling, patting, pinching, indecent exposure, physical gestures, or displaying sexually explicit photographs or objects that might interfere with a reasonable person’s work or enjoyment of the Church’s services);
b) Unsolicited and unwelcome demands or requests for sexual favors, sexual encounters or amorous social engagements;
c) Explicit or implicit promises of preferential treatment with regard to a person’s employment in exchange for sexual favors, sexual encounters or amorous social engagements; and
d) The use of a Church personnel’s or applicant’s submission to or rejection of sexual or amorous advances as the basis for making, influencing or affecting an employment decision that has an impact upon the terms and conditions of the individual’s employment (for example, hiring, firing, promotion, demotion, compensation, benefit or working conditions) or on any other decision related to the Church’s personnel.
Given the nature of this type of conduct and the serious effects such conduct can have on the person harassed and the accused, the Church treats alleged violations of this policy seriously and, to the extent possible, confidentially. The Church expects all individuals to treat alleged violations in the same responsible manner. It is the Church personnel’s duty to report such alleged violations, but the Church has the discretion to decide whether a violation has actually occurred. If the Church concludes that a violation has not occurred, the matter will not be investigated any further. If the Church concludes that there may be an actual violation, the Church will take the appropriate investigative steps.
If you believe this Policy has been or is being violated, you must report the violation(s) immediately per the reporting procedure outlined below.
- Reporting Procedures
Informal Conferences and Communication. If you have a direct conflict with other Church personnel that could be resolved without third party interference, it is your duty to attempt to resolve the issue directly with such Church personnel first. In those limited circumstances where you are unable to come to a mutual solution, then you may report the issue, in writing, to the Lead Pastor. The Lead Pastor will then determine what action to take and what solution will work best for all parties involved.
Grievance Procedure. If you believe you or any other Church personnel is being subject to conduct that violates any of the Church’s policies or know of a Church personnel who may be violating any of the Church’s policies, you have a responsibility to immediately report these matters to the Lead Pastor. In those limited circumstances when a Church personnel may not feel comfortable reporting his or her concerns to the Lead Pastor, such as if the Lead Pastor is believed to be violating these policies, you may report your concerns to the Board of Elders, who has the designated duty of handling such grievances. If the Lead Pastor receives a complaint and feels it is necessary to forward the complaint to the Board of Elders, the Lead Pastor may do so at his or her discretion.
If any Church personnel need to make a complaint or report a violation of the Church’s policies, then such individual shall, within 30 business days of the event giving rise to the grievance, complete a concise written statement of
- facts upon which the complaint is based.
- Specific reference to the identification of the policy, procedure, or practice allegedly misinterpreted, misapplied, or violated,
- the adverse effect upon the Church personnel, and
- the resolution sought should be included in the statement.
Once a complaint has been properly made, the Church will promptly and thoroughly investigate as discreetly and confidentially as practicable. The investigation would generally include a private meeting with the person making the complaint.
For complaints of harassment or discrimination, it would also generally be necessary to discuss the allegations of harassment or discrimination with the accused individual and others who may have information relevant to the investigation. The Church’s goal is to conduct a thorough investigation, to determine whether harassment or discrimination has occurred, and to determine what action to take if it is determined that improper behavior occurred.
- Anti-Retaliation Provision
The Church encourages reporting of all perceived incidents of discrimination or harassment. It is the Church’s policy to investigate such reports. Furthermore, the Church prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Acts of retaliation should be immediately reported and will be investigated with appropriate action taken as needed.
- False Claims of Discrimination, Sexual Harassment, and/or Retaliation
In order to cover all possibilities of misconduct, the Church reserves the right to discipline Church personnel who have falsely accused someone of discrimination, harassment, sexual violence, retaliation and/or discrimination. This does not mean that the claim will be considered “false” solely because it cannot be corroborated. False accusations will also be investigated, taken seriously, and appropriate action will be taken.
- Disciplinary Actions
If the Church determines that a violation of one of the Church’s policies, procedures, or practices has occurred, it will take appropriate action with the offending party, which may include counseling, warnings, suspensions, and termination. The offended Church personnel who report violations of the Church’s policies and Church personnel who cooperate with investigations into alleged violations of the policies will not be subject to retaliation. Upon completion of the investigation, the Church will inform the Church personnel who made the complaint of the results of the investigation in a timely manner.
- Confidentiality and Recordkeeping
The Church will make all reasonable efforts to protect the privacy of all parties involved in an investigation and to keep the complaint and investigation confidential. Confidentiality, however, cannot be guaranteed. For example, some details or identities may need to be revealed in order to fully investigate a complaint.
In accordance with its regular recordkeeping practices, The Church will maintain records of all complaints of sexual harassment, sexual violence or retaliation.