Sexual & Anti-Harassment Training at FMC: Understanding Policies & Reporting Laws
Addressing sexual harassment within the Free Methodist Church: Learn about policies, types of harassment, reporting laws, and what constitutes unlawful conduct. Explore how to identify and prevent harassment in the church environment.
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Presentation Transcript
Sexual and Anti-Harassment Training for _______ FMC This church operates according to: The Book of Discipline of the Free Methodist Church of North America an online copy is available at http://www.gatewayfmcusa.org/forms-and-resources/fmcusa-resources Any report of sexual harassment shall be addressed pursuant to the policies and procedures of Chapter 7 of the Free Methodist Church-USA Book of Discipline and in conformity with local, state and federal law. Any abuse or criminal offense must be reported immediately to local and/or state authorities pursuant to respective laws.
Facts Approximately 90% of people who say they have experienced harassment will NEVER report it and/or NEVERspeak with a supervisor, manager, pastor, etc. about the harassing conduct. Harassment disrupts the entire workplace. Harassment hurts the employee and the employer. Harassment of any kind is not tolerated at ______FMC.
What is Harassment? Harassment is defined as unwelcome conduct that is based on any of the following: *Race *Color *Religion *Sex or Gender (including pregnancy) *National Origin *Age (40 or older) *Disability *Genetic Information
Types of Harassment? Harassing conduct may include, but is not limited to: *Offensive jokes *Epithets or Name Calling *Physical Assaults or Threats *Slurs *Intimidation *Ridicule or Mockery *Insults or put-downs *Offensive Objects or Pictures *Interference with Work Performance
Who is Involved? Who is the Harasser? Supervisors (direct or indirect) Co-Workers Non-Employees (church members, vendors, volunteers, etc.) Who is the Victim? Any person affected by the conduct A victim may not necessarily be the one being directly harassed
Unlawful! Conduct becomes harassment and is against the law when: The conduct is severe or pervasive enough to create a work environment that a reasonableperson would consider intimidating, hostile, offensive or abusive. OR Enduring the offensive conduct becomes a condition of continued employment. Bullying is NOT tolerated and is a violation of _______FMC beliefs and policies.
Forms of Harassment 1. Quid Pro Quo 2. Hostile Work Environment
Sexual Harassment Sexual harassment does always not have to be conduct or comments of a sexual nature. Includes offensive remarks about a person s sex. Example: sexual harassment could include general, offensive, remarks about men/women made by a harasser of either sex.
Types of Sexual Harassment Unwanted verbal or physical conduct of a sexual nature. Unwelcome sexual advances. Unwelcome requests for sexual favors. Unwanted verbal or physical conduct directed at you because of your gender.
Examples of Sexual Harassment Sexual Harassment can include, but is not limited to: Verbal: name calling, whistling, jokes, comments about a person s body, threats, pressuring someone to go on a date. Written: explicit letters, emails, notes, graffiti, comments on social media. Visual: explicit cartoons, photos, offensive t-shirts, licking one s lips, blowing kisses, grabbing one s own body parts. Physical: touching, grabbing, pinching, groping, bumping, giving unwanted hugs or kisses.
What Should ____FMC Employees Do? Get Serious. It s no joke!! Don t brush off offensive conduct. If you see something, say something. Speak up even if they are not directly being harassed. Use ____FMC resources and policies to help. Consult the ______FMC Employee handbook for more detailed information. Expectations of Complaints: All complaints treated seriously & confidentially. Never ignore an allegation. Take appropriate action to stop harassment.
Supervisor and/or Pastors Responsibilities Encourage employees to speak up. Monitor workplace behavior, enforce a respectful environment. Let employees know you are a resource they can use to get help. Quickly address potentially harassing conduct or actual incidents whenever you see or hear about them. Remember: YOU are a front line resource!
What Should Supervisors, Board Members or Pastor Do? Respond to allegations immediately. Be sensitive. Gateway Conference Superintendent must be informed of any allegations against pastors, employees or members of a church. Document, document, document!! Collect as much information as possible while it s fresh in your mind. If you believe there is Quid Pro Quo or Hostile Work Environment, report it immediately. Take appropriate corrective action, follow-up. See next two slides for more information. If you are unsure of what steps to take, ask for help.
This church operates according to: The Book of Discipline of the Free Methodist Church of North America an online copy is available at http://www.gatewayfmcusa.org/forms-and-resources/fmcusa- resources Any report of sexual harassment shall be addressed pursuant to the policies and procedures of Chapter 7 of the Free Methodist Church-USA Book of Discipline and in conformity with local, state and federal law. Any abuse or criminal offense must be reported immediately to local and/or state authorities pursuant to respective laws.
Complaint Process to report Harrassment Complaint Process Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor or _____________________. It will be necessary for a victim of harassment to file a written detailed accurate report of the alleged harassing conduct. ___________FMC encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Appropriate action will also be taken to correct the effects of the harassment and to deter any future harassment. If a party to a complaint does not agree with its resolution, that party may appeal to the ______________ Committee. False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
Whistle Blowers are Protected By Law Definition of a Whistle Blower: A person who exposes any kind of information or activity, within a public or private organization, that is deemed illegal, unethical, or not correct. Example: An employee receives retaliatory conduct after a potential violation or law, rule, or policy is raised. The employee is protected from retaliation under Illinois and Missouri law as a whistle blower.
Retaliation is Unlawful and Not Tolerated Definition: Workplace retaliation occurs when an employer fires, demotes, harasses or otherwise retaliates against an individual for filing a charge of discrimination (or harassment), participating in a discrimination (or harassment) proceeding or otherwise opposing discrimination. Example: After making a complaint, an employee is constantly criticized, ridiculed, ignored, or excluded from work related duties or activities. Retaliating or treated an employee differently after they complain about a violation of law, rule, or policy is not tolerated and is against the law.
Things to Remember: Keep the lines of communication open. Ask for Help and Report Quid Pro Quo or Hostile Work Environment situations immediately. YOU are a front line resource for reporting any type of inappropriate conduct, wrongdoing, or rule/policy violations - not just harassment. Retaliation is illegal and will not be tolerated. Whistle Blowers are protected under Illinois and Missouri law. Training on Sexual Harassment will continue and is mandatory. All employees will be trained annually and all new employees will receive training within 30 days of hiring.
Questions? Questions may also be addressed individually to ________. Please sign the the verification of annual Anti-Harassment Training Completion form provided.
