Safe Congregation Policy

5-96.2 We believe that harassment and abuse are not the fault of the victim. A person who has been harassed or abused needs support, empowerment, and a structure which provides an effective, safe and prompt response to his or her complaint. We understand that harassment and abuse may not be intentional, but may, in fact, arise through miscommunication or lack of awareness.

5-96.3 When uncomfortable and/or unacceptable behaviors occur, individuals can sometimes resolve the situation themselves through direct discussion with the responsible party. Since this direct approach is not always appropriate, a Safe Congregation Committee shall be formed to provide the church with a means of safely and effectively resolving such situations.

5-96.4 We recognize the right of an individual who is accused of inappropriate behavior to respond to the allegations at least in a written form.

5-96.5 This church supports the policies of the Unitarian Universalist Association and its Ministerial Fellowship Committee regarding professional behavior which are not part of this document. These Safe Congregation Policies and Procedures are also considered to include prohibitions against all criminal behaviors.

5-96.6 Specific Safe Congregation Policies and Procedures which include guidelines for the formation and functioning of the Safe Congregation Committee are added as an addendum to these policies.

We believe that harassment and abuse are not the fault of the victim. A person who has been harassed or abused needs support, empowerment, and a structure which provides an effective, safe, and prompt response to his or her complaint. We understand that harassment and abuse may not be intentional, but may in fact arise through miscommunication or lack of awareness. When uncomfortable and/or unacceptable behaviors occur, individuals can sometimes resolve the situation themselves through direct discussion with the responsible party. Since this direct approach is not always appropriate, a Safe Congregation Committee shall be formed to provide the church with a means of safely and effectively resolving such situations. We recognize the right of an individual who is accused of inappropriate behavior to respond to the allegations, unless the panel deems informing that individual of the allegations unnecessary, unhelpful, or unsafe to panel members or the complainant. Along with this policy statement are Safe Congregation Procedures which include guidelines for the formation and functioning of the Safe Congregation Committee.

This church also supports the Policies of the Unitarian Universalist Association and its Ministerial Fellowship Committee regarding professional behavior which are not part of this document. This Safe Congregation Policy Statement and the Safe Congregation Procedures are also considered to include prohibitions against all criminal behaviors.

1. Safe Congregation Committee: Formation and Functioning

The Board of Trustees shall appoint a Safe Congregation Committee of five members consisting of the minister, a board member, and three members of the congregation to serve for one year. The five will include at least two women and two men, and replacements will be appointed by the Board as necessary or as terms expire. The committee shall handle complaints according to the following guidelines:

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2. Definitions Of Harassment and Abuse

Two principal forms of interpersonal violence are harassment and abuse, which are defined below. If an individual feels his/her personal safety has been violated in this congregation by a behavior or form of misconduct that is not specified here, s/he may still file a complaint with the Safe Congregation Committee.

Harassment

Harassment includes unsolicited and unwelcome conduct that in the case of sexual harassment has sexual overtones. All forms of harassment can feel intrusive, intimidating, hostile, offensive and/or humiliating to the victim. This includes physical, psychological, and sexual harassment. Stalking is also a type of harassment.We consider these three areas to overlap, but are focusing on where the primary complaint is. Unwelcome physical touch with sexual overtones would be considered sexual harassment.

Abuse

Abuse is a pattern of behavior that is used to control and/or dominate another person. Abuse can be physical, psychological, and/or sexual.

Physical- includes actual or threatened harm, such as hitting, shoving, kicking, or throwing things. The harm or threat thereof may also be against family members, pets, or treasured belongings.

Psychological- includes being mistreated mentally and emotionally, such as being insulted, ridiculed, or threatened verbally.

Sexual- includes any of the behaviors above. Three major areas of concern are:

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3. Policy Regarding Behavior of Church Minister

Such practices include, but are not limited to, sexual activity with a child, with an adult in the congregation who is not his/her spouse or partner, with a counselee, with the spouse or partner of a person in the congregation, with an intern, with an employee/staff member, or with anyone else whose relationship with the minister would be exploited by a sexual involvement. If the minister is single, before becoming sexually involved with a person in the congregation, the minister will take special care to examine his or her commitment, motives, intentionality, and the nature of such activity and its consequences for the minister, the other person, and the congregation.

The minister will not invade the private and intimate bonds of others' lives, nor trespass on those bonds for the minister's own advantage or need. In any relationship of intimate confidentiality, the minister will not exploit the needs of another person.

Sexual misconduct is a violation of the ministerial relationship in which a person in a position of religious leadership takes advantage of a vulnerable person instead of protecting him/her. It covers a wide range of activity, and the harm caused by this misconduct is related to the degree of seriousness. The range below is from (a) the least degree of seriousness to (e) the greatest degree of seriousness:

Procedure to Handle Complaint Against Church Minister

The complainant shall make a confidential statement, verbally or in writing, to a member of the Safe Congregation Committee. That member will then contact the chairperson, who will arrange for a special Safe Congregation Committee panel to be formed. This special panel shall include the President of the Board of Trustees, another board member, and three members of the congregation (from the Safe Congregation Committee, if possible). The panel will meet within ten days after the complaint was made. A written record of the complaint shall be made at the time of the meeting. In the event the complaint alleges that sexual relations occurred, the Safe Congregation Committee must immediately report it to the UUA Ministerial Fellowship Committee in Boston, Massachusetts.

The Safe Congregation Committee panel shall issue a decision within ten days after the first meeting of the panel. The process of reaching a decision may include a meeting between the complainant, the minister, and the panel, if such a meeting will not put the complainant at risk.

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Procedure to Handle Complaint Against Staff

The complainant shall make a confidential statement, verbally or in writing, to a member of the Safe Congregation Committee. That member will then contact the chairperson, who will arrange for the three (or more) person panel formed from the Safe Congregation Committee to meet within ten days of the complaint being made. A written record of the complaint shall be made at the time of the meeting.

The panel from the Safe Congregation Committee shall issue a decision within ten days of the panel's first meeting. The process of reaching this decision may include a meeting between the complainant, the staff member the complaint is directed against, and the panel, if such a meeting will not put the complainant at risk. As is deemed appropriate by the panel, the panel shall report the nature of the complaint and the panel's decision regarding the complaint to the Personnel Committee.

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5. Policy Regarding Sexual Harassment of Employees
(Under Title VII of The Civil Rights Act of 1991)

Sexual harassment is defined by the U.S. Equal Employment Opportunity Commission (EEOC) as the use of one's authority or power, either explicitly or implicitly, to coerce another into unwanted sexual relations or to punish another for his/her refusal of same; or the creation of an intimidating, hostile or offensive working environment through verbal or physical conduct of a sexual nature.

It prohibits unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature when:

5.1) Submission to such conduct is made either explicitly or implicitly a term or condition of employment; and/or

5.2) submission to or rejection of the conduct is used as the basis for a decision or decisions affecting such individual; and/or

5.3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance; and/or

5.4) such conduct has the effect of creating an intimidating, hostile, or offensive working environment, and the supervisor knows or should know of the existence f the harassment and fails to take timely and appropriate action.

All individuals in positions of supervision are responsible for their own conduct and for the conduct of individuals they supervise, and will take affirmative steps to stop sexual harassment by subordinates when it is brought to their attention, including warning or disciplining the offending individual. Such disciplining may include any legally acceptable means, to be decided with the assistance of the Safe Congregation Committee, and if deemed advisable, the Board of Trustees.

Procedure to Handle Complaint Of Church Employee

When an employee has an unresolved complaint about another employee or anyone s/he encounters in the context of the church work environment, the employee shall first discuss the complaint with the minister or the Personnel Committee. If the employee would like further assistance in resolving the complaint, the employee can submit the complaint in writing to the Safe Congregation Committee, along with an explanation of actions taken to date. If the minister and/or the Personnel Committee have been involved in any attempts at resolution, they shall also submit documentation. (If the complaint is against the minister, see page 4 for procedure.)

The Safe Congregation Committee will, within ten days of the complaint being made, have the panel meet to review all written materials relating to the complaint and meet with all relevant parties. Except under extenuating circumstances, the panel will issue a decision within ten days of the panel's first meeting, which will close the complaint process.

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6. Policy Regarding Behavior of Member or Guest

Gradations of seriousness can apply to all forms of harassment and abuse. For example, the following list applies to sexual misconduct, where (a) is least serious and (e) is most serious:

Appropriate steps will be taken when the behavior of a member or guest has the effect of interfering with another person's personal safety and/or spiritual growth.

Procedure for Complaint Against Member or Guest

The minister, church staff, and church officers all have the right to exclude or remove from the church premises, by any lawful means, any person whose conduct is so disruptive and/or offensive so as to impair the functioning of the church. This conduct may come to their attention by direct observation or by verbal or written complaint of another member or guest. The objectionable conduct may be in person, by mail, by telephone, or by other means.

If the complainant and/or church official (such as minister, staff member, etc.) believes the person committing the objectionable behavior is not aware that his/her actions are disruptive or offensive, the complainant and/or church official can attempt to resolve the situation by approaching the person in this way:

If this effort is ineffective or such an approach is deemed unacceptable or inadvisable, the complainant can make a confidential statement, verbally or in writing, to any member of the Safe Congregation Committee. A panel from the committee will meet within ten days of the complaint and attempt mediation and resolution, while respecting the confidentiality of all parties concerned. If the complainant or the panel believes there to be a possible risk of harm, the identity of the complainant shall be kept confidential. The panel shall issue a decision within ten days of the first meeting of the panel.

The Safe Congregation Committee panel may resolve the complaint by recommending to the Board of Trustees that they do any or all of the following: