Safe Church Policy

THE CHEVY CHASE PRESBYTERIAN CHURCH

Safe Church Policy Concerning Abuse Prevention

 

Policy Prohibiting Abuse, Exploitation and Harassment

As a community of Christian faith, the Chevy Chase Presbyterian Church is committed to creating and maintaining ministries, programs, facilities and a community in which members, friends, staff and volunteers can worship, learn and work together in an atmosphere free from all forms of discrimination, harassment, exploitation, abuse, or intimidation.  All persons associated with the Chevy Chase Presbyterian Church, (CCPC), should be aware that the church is strongly opposed to Sexual Exploitation and Sexual Harassment and that such behavior is prohibited by church policy.  It is the intention of the church to take action in an attempt to prevent and correct behavior that is contrary to this policy and, if necessary, to discipline those persons who violate this policy.

This policy applies to church members, friends, employees, volunteers, and any others participating in CCPC activities and programs.  Related policies include the CCPC Child Protection Policy and the CCPC Personnel Manual.

 

Definitions

Sexual Exploitation:  sexual activity or contact (not limited to sexual intercourse) in which one person takes advantage of the vulnerability of another person by causing or allowing that person to engage in sexual behavior.

           

Sexual Harassment:  repeated or coercive sexual advances toward another person contrary to his or her wishes.  It includes behavior directed at another person with the intent of intimidating, humiliating, or embarrassing the other person, or subjecting the person to public discrimination.  Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition or circumstance of instruction, employment, or participation in any church activity.

  • Submission to, or rejection of, such conduct by an individual is used as a basis for evaluation in making personnel or church-related decisions affecting an individual; or

  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or participation in church activities or creating an intimidating, hostile, or offensive work or church environment.

  • Prohibited sexual harassment includes unsolicited and unwelcome contact that has sexual overtones, particularly:

  • Written contact, such as sexually suggestive or obscene letters, notes, e-mails, or invitations;

  • Verbal contact, such as sexually suggestive or obscene comments, threats, slurs, epithets, jokes about gender-specific traits, sexual propositions;

  • Physical contact, such as intentional touching, pinching, brushing against another’s body, impeding or blocking movement, assault, coercing sexual intercourse; and

  • Visual contact, such as leering or staring at another’s body, gesturing, displaying sexually suggestive objects or pictures, cartoons, posters, or magazines.

 

            Sexual harassment also includes continuing to express sexual interest after being informed directly that the interest is unwelcome and using sexual behavior to control, influence, or affect the career, salary, work, learning, or worship environment of another.  It is impermissible to suggest, threaten, or imply that failure to accept a request for a date or sexual intimacy will affect a person’s job prospects, or comfortable participation in the life of the church  It is forbidden either to imply or actually withhold support for an appointment, promotion, or change of assignment, to suggest that a poor performance report will be given because a person has declined a personal proposition; or to hint that benefits, such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications, will be forthcoming in exchange for sexual favors.

 

Procedures for Handling Complaints of Sexual Exploitation or Harassment

A.        Several approaches may be taken in addressing incidents of alleged sexual exploitation or harassment:

  1. The complainant can attempt to resolve the matter directly with the respondent, the individual accused of sexual exploitation or harassment.

  2. The complainant can report the incident to the Sr. Pastor/Head of Staff in an effort to resolve the matter informally or, if the Senior Pastor is the subject of the complaint, to the Clerk of the Session or the Personnel Committee.  The Clerk of Session or Personnel Committee shall report the complaint to the Executive Presbyter of the National Capital Presbytery, or the Stated Clerk of the Presbytery. 

  3. If an informal resolution of the complaint does not seem wise, appropriate, possible, or does not succeed, the complainant or Pastor may request that the Session establish a “Response Team.”  The Response Team will consist of at least two members, and at least one male and one female.  The Pastor will also report the complaint to the Executive Presbyter of the National Capital Presbytery, or the Stated Clerk of the Presbytery.

  4. The Response Team may gather statements or other information from the individuals involved in the alleged exploitation or harassment and from others who may have pertinent information, such as qualified professional consultants.

  5. The Response Team may present such information to the Session or an appropriate subcommittee thereof.

  6. The Session, or an appropriate subcommittee thereof, shall make determinations and take actions appropriate to resolve the matter.  These may include:

1.      finding that sexual exploitation or harassment has occurred, and that the appropriate body of the church is called upon to take action accordingly; such action may include one or more of the following:

  •  a formal reprimand, with defined expectations for changed behavior;

  • probationary standing, with the terms of the probation clearly defined;

  •  dismissal from employment or authorized volunteer position in the church.

 2. finding that sexual exploitation or harassment did not occur.

  • A written summary of the Response Team proceedings in such cases will be maintained. 

  •  The person(s) toward whom the inappropriate behavior is directed need not be the complainant.  At any time the church may initiate or proceed with the formal complaint process.

  •   In determining whether alleged conduct constitutes sexual harassment or exploitation, consideration shall be given to the record of the alleged incident(s) as a whole and to the totality of the circumstances, including the context in which the alleged incident(s) occurred. 

  •   Any person bringing a sexual harassment or exploitation complaint or assisting in the investigation of such a complaint will not be adversely affected in terms and conditions of employment or church membership or affiliation, or otherwise discriminated against, for initiating or assisting in the investigation of the complaint. 

  •  If the complainant or respondent is not satisfied with the disposition of the matter by the Response Team, he or she has the right to appeal to the Session.  The subject of any such appeal to the Session shall be limited solely to whether the procedures of this policy were followed.  The matter will not be reconsidered on the merits and the decision of the Response Team will be the final resolution of the matter.  If the Session determines that the procedures of this policy were not followed, it will refer the matter back to the Response Team to complete the processing of the complaint in accordance with these procedures.