ADAPTABLE HARASSMENT POLICY TEMPLATE
FOR CHURCHES AND CLASSES
*Please adapt to your church or classis context
[ON CHURCH OR CLASSIS LETTERHEAD]
Harassment in the Workplace Policy
Statement:
As a member of the Reformed Church in America and the Regional Synod of Canada, [name of church/classis] affirms that God created all people in God’s own image and that its members, employees and volunteers are instrumental to the ministry to which we have been called. Discrimination based on gender, age, ethnicity or ability is contrary to the established values of our theological tradition, and adversely affects not only the individuals involved but also the church’s witness to God’s grace for the world.
[Church/Classis] is committed to providing a worshiping and working environment that ensures every person is treated with dignity and respect and is afforded equitable treatment. The leadership of [Church/Classis] will not tolerate conduct that violates any person’s dignity and respect. All employees, members and volunteers are responsible for encouraging an atmosphere of mutual respect and for preventing and discouraging discrimination, harassment and abuse from taking place.
In becoming a safe organization, [Church’s/Classis’] goal is to create a balanced focus on:
We commit to these emphases with an acknowledgement that they will require our employees, members and volunteers to receive regular training in the theological and legal realities surrounding discrimination and harassment, and that we must conduct a regular assessment of our goals.
Scope:
This policy applies to all full-time, part-time, fixed term, contract, temporary employees and all volunteers of [Church/Classis].
For the purposes of the policy [full Church/Classis name] is referred to as, “[common name your Church/Classis uses] .”
Policy:
[Church/Classis] is committed to creating and maintaining a safe work environment and therefore harassment of any kind will not be tolerated. Harassment is any type of behaviour which disregards the dignity and worth of other human beings as defined by the scriptures and by law. It embarrasses and humiliates.
Definitions:
1. Workplace
Workplace means any place where an employee or volunteer is engaged in any work-related activities or ministry social activities.
2. Workplace Harassment
Our policy defines workplace harassment as: engaging in a course of vexatious comment or conduct against a worker or volunteer in a workplace that is known or ought to reasonably be known to be unwelcome.
Complainant and Respondent
For the purposes of this policy, the term “complainant” describes the person bringing the complaint, the term “respondent” describes the person who is accused of harassment.
Unacceptable Behaviour:
Harassment is not defined by an individual’s intention, but rather it should be known, or ought reasonably to be known to be offensive.
Unacceptable behaviour under the policy includes but is not limited to:
Compliance
Compliance with this policy is mandatory. It is the responsibility of the church/classis to ensure that this policy is in accordance with all existing legislation and other policies and initiatives of the [Church/Classis]. Infractions of this policy will be considered to be misconduct and appropriate discipline will be imposed up to and including termination for cause.
Training
Harassment prevention training shall be offered to all supervisors and all employees. This training will include a review of the policy and procedures. As required, training may include workplace harassment prevention strategies and complaint resolution.
Complaint and Response Procedures:
If a solution is not found after step 3.
False Allegations
If it is determined that a complaint was deliberately made for frivolous or vindictive reasons, the employee making the allegation may be subject to discipline. This does not apply to complaints made in good faith but which are not proven.
Responsibilities
Employees and Volunteers:
All employees and volunteers are responsible for contributing to maintaining a safe workplace by refraining from behaviour that constitutes workplace harassment. This will include;
Supervisors:
Supervisors are responsible for taking steps to ensure that our workplace is free from harassment and for intervening if any violations of this policy occur. This will include;
Higher leadership:
Persons in positions of higher leadership (e.g.: consistory, classis executive team) are responsible for providing guidance and support to all supervisors, employees and volunteers in interpreting and understanding this policy. This will include;
Signed: ___________________________________________ Date: _________________________
Board president, chairperson,
or other appropriate higher leadership
____________________________________________ Date: _________________________
Pastor, Supervisor, or other appropriate
middle leadership
Names and signatures of employees and volunteers who have read and signed the document:
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
Harassment in the Workplace Policy
Statement:
As a member of the Reformed Church in America and the Regional Synod of Canada, [name of church/classis] affirms that God created all people in God’s own image and that its members, employees and volunteers are instrumental to the ministry to which we have been called. Discrimination based on gender, age, ethnicity or ability is contrary to the established values of our theological tradition, and adversely affects not only the individuals involved but also the church’s witness to God’s grace for the world.
[Church/Classis] is committed to providing a worshiping and working environment that ensures every person is treated with dignity and respect and is afforded equitable treatment. The leadership of [Church/Classis] will not tolerate conduct that violates any person’s dignity and respect. All employees, members and volunteers are responsible for encouraging an atmosphere of mutual respect and for preventing and discouraging discrimination, harassment and abuse from taking place.
In becoming a safe organization, [Church’s/Classis’] goal is to create a balanced focus on:
- creating safe environments with clear boundaries and zero tolerance for abuse;
- protecting, supporting, and restoring victims;
- disciplining offenders (which includes, if possible and appropriate, retraining and reinstating).
We commit to these emphases with an acknowledgement that they will require our employees, members and volunteers to receive regular training in the theological and legal realities surrounding discrimination and harassment, and that we must conduct a regular assessment of our goals.
Scope:
This policy applies to all full-time, part-time, fixed term, contract, temporary employees and all volunteers of [Church/Classis].
For the purposes of the policy [full Church/Classis name] is referred to as, “[common name your Church/Classis uses] .”
Policy:
[Church/Classis] is committed to creating and maintaining a safe work environment and therefore harassment of any kind will not be tolerated. Harassment is any type of behaviour which disregards the dignity and worth of other human beings as defined by the scriptures and by law. It embarrasses and humiliates.
Definitions:
1. Workplace
Workplace means any place where an employee or volunteer is engaged in any work-related activities or ministry social activities.
2. Workplace Harassment
Our policy defines workplace harassment as: engaging in a course of vexatious comment or conduct against a worker or volunteer in a workplace that is known or ought to reasonably be known to be unwelcome.
Complainant and Respondent
For the purposes of this policy, the term “complainant” describes the person bringing the complaint, the term “respondent” describes the person who is accused of harassment.
Unacceptable Behaviour:
Harassment is not defined by an individual’s intention, but rather it should be known, or ought reasonably to be known to be offensive.
Unacceptable behaviour under the policy includes but is not limited to:
- Verbal abuse or threats;
- Unwelcome remarks, jokes, innuendo or taunts about a person’s body, race, colour, attire, marital status, sexuality, ethnic or religious origin, criminal record or handicap;
- Displaying or distributing offensive material;
- Practical jokes which cause embarrassment;
- Unwelcome invitations or requests;
- Leering or other inappropriate gestures;
- Inappropriate physical contact.
Compliance
Compliance with this policy is mandatory. It is the responsibility of the church/classis to ensure that this policy is in accordance with all existing legislation and other policies and initiatives of the [Church/Classis]. Infractions of this policy will be considered to be misconduct and appropriate discipline will be imposed up to and including termination for cause.
Training
Harassment prevention training shall be offered to all supervisors and all employees. This training will include a review of the policy and procedures. As required, training may include workplace harassment prevention strategies and complaint resolution.
Complaint and Response Procedures:
- If you believe that you are a victim of workplace harassment the next step is to immediately inform the person that you are not comfortable with their comments/ language/actions and inform them to stop immediately
- If asking the person to stop immediately does not solve the issue you should report the incident to your Supervisor, Board, Executive Committee or other appropriate leadership personnel, who will work with the parties involved to bring about an appropriate solution. All conversations are to be kept confidential, but may be recorded in an incident report.
- If you are a Supervisor, Board, Executive Committee or other type of leader, and you have received a report of alleged abuse or harassment, you must respond immediately. All reports will be taken seriously and investigated as appropriate and in accordance with provincial and federal law. It would be wise to keep record of conversations and actions in a confidential incident report.
If a solution is not found after step 3.
- The Supervisor, Board, Executive Committee or other appropriate leader will examine the allegations, advise the respondent of the proceedings and request the respondent to respond to the allegations. They will then determine the most appropriate manner of dealing with the harassment, if in their opinion the allegations are founded. This may include obtaining an apology of the respondent, suggesting counseling and/or education for the respondent, offering counseling or other supports to the complainant, and taking steps to reestablish the safety of the environment (eg.: renewed policies, boundaries training, etc.).
- If it is determined that, in their opinion, no harassment has taken place, the confidentiality of all parties should still be maintained.
- Should the allegation involve an infraction of the law, then an Independent Investigator may be appointed in consultation with the Church, Classis, or Regional Synod. Any suspicion of law infraction must also be reported to local correctional authorities.
- Allegations and infractions involving leadership of church, classis, or regional synod staff/volunteers, might also be made as appeals to the higher judicatory. Discipline may be imposed.
- The decisions made must be made with full consideration of Canadian law, and with the goals of:
- creating safe, holy environments with clear boundaries and zero tolerance for abuse;
- protecting, supporting, and restoring victims;
- disciplining offenders (which includes, if possible and appropriate, retraining and reinstating).
False Allegations
If it is determined that a complaint was deliberately made for frivolous or vindictive reasons, the employee making the allegation may be subject to discipline. This does not apply to complaints made in good faith but which are not proven.
Responsibilities
Employees and Volunteers:
All employees and volunteers are responsible for contributing to maintaining a safe workplace by refraining from behaviour that constitutes workplace harassment. This will include;
- Completing risk assessment as required,
- Participating in education and training sessions when requested;
- Reporting any incidents of workplace harassment or any other violation of this policy;
- Cooperating with and providing input into investigations regarding any alleged violation of this policy.
Supervisors:
Supervisors are responsible for taking steps to ensure that our workplace is free from harassment and for intervening if any violations of this policy occur. This will include;
- Complying with reporting, investigation and documenting procedures.
- Promoting and encouraging reporting of workplace harassment or other violations of this policy;
- Seeking advice and assistance from upper judicatories (classes, regional synod) in dealing with and resolving the situation.
Higher leadership:
Persons in positions of higher leadership (e.g.: consistory, classis executive team) are responsible for providing guidance and support to all supervisors, employees and volunteers in interpreting and understanding this policy. This will include;
- Ensuring that employees and volunteers are trained in recognizing and responding to situations involving workplace harassment.
- Ensuring that every incident of workplace harassment is reported, investigated, and documented.
- Ensuring confidentiality is maintained at all time, unless legislation dictates otherwise or imminent danger exists.
Signed: ___________________________________________ Date: _________________________
Board president, chairperson,
or other appropriate higher leadership
____________________________________________ Date: _________________________
Pastor, Supervisor, or other appropriate
middle leadership
Names and signatures of employees and volunteers who have read and signed the document:
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
___________________________________ ____________________________________ ______________________________ ___________________
Printed name Signature Position Date
Adapted with permission from the Anglican Church of Canada.