Understanding Sexual Harassment in the Workplace
Sexual harassment is unwelcome sexual advances, requests for sexual favors, or any unwanted verbal or physical conduct of a sexual nature. It is prohibited by Title VII of the Civil Rights Act of 1964. There are different types of sexual harassment, such as quid pro quo and hostile environment. Organizations should have policies in place to prevent and address sexual harassment to ensure a safe and respectful environment for everyone.
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What Is Sexual Harassment? Sexual Harassment is unwelcome sexual advances, unwanted requests for favors of a sexual nature, and any other unwanted verbal or physical conduct of a sexual nature. Sexual harassment is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964. Equal Employment Opportunity Commission (EEOC) regulations define sexual harassment as follows: (a) Harassment on the basis of sex is a violation of Sec. 703 of Title VII. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual s employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual s work performance or creating an intimidating, hostile, or offensive working environment. 29 CFR 1604.11(a). Normal, non-coercive interaction that is acceptable to both parties is not considered to be sexual harassment unless such conduct has the purpose or effect of substantially interfering with an individual s worship experience or objectively creates an intimidating, hostile, or offensive ministerial or church environment.
Legal Aspects Unwelcome sexual advances, unwanted requests for favors of a sexual nature, and any other unwanted verbal or physical conduct of a sexual nature are considered sexual harassment if: A sexually intimidating, hostile, or offensive atmosphere unreasonably interferes with an individual s worship experience or assembling with a body of believers.
Types of Sexual Harassment QUID PRO QUO This is the type of sexual harassment means this for that. This includes situations when: Submission to such conduct is made to appear to be a term or condition of employment Submission to or rejection of such conduct affects ministry provided or leadership position HOSTILE ENVIRONMENT This type of sexual harassments is more common and is associated with repeated unwanted behavior. A hostile environment can affect an individuals decision to attend worship or ministry participation. This includes: Unwelcomed verbal or physical contact, conduct or sexual advances considered unacceptable by another individual Patting, embracing, pinching or touching Sexual remarks, jokes or gestures communicated verbally, in writing or though electronic means Creating a worship or ministerial environment that is intimidating, hostile, or offensive because of unwelcome or unwanted sexually-oriented conversations, suggestions, requests, demands, physical contacts, or attentions.
RGCC Sexual Harassment Policy The place of worship is called a Sanctuary which means Safe Place Therefore, it is the objective of Restored Glory Christian Center to protect all employees, volunteers, members, and visitors from sexual harassment or any type of abuse. Restored Glory will not tolerate sexual harassment or any type of behavior that demeans individuals, and creates dysfunctionality or brings discord within the organization.
Liability & Impact Both the harasser and/or the representative who fail to take action may be sued, held personally liable for damages, and will be subject to disciplinary action. Possible monetary damages include: compensatory damage (i.e.; damages for mental anguish, loss of dignity, and any other intangible injuries) back pay and front pay (i.e.; Court costs) punitive damages Any individual who violates any portion of this policy will be subject to disciplinary action, up to and including: Removal from Ministry Duties Counseling & Training
If Harassment Occurs If a leader, staff member, or volunteer becomes aware of any alleged incident, it must be reported immediately to the pastoral staff or elders. All reported incidents will be immediately investigated and appropriate action taken. The pastoral staff or leadership is required by law to report all allegations to the police. Should a leader, staff member, or volunteer become aware that any member of the congregation may be suffering or may have suffered abuse in other circumstances i.e. a home, etc. they will immediately report it to the pastoral staff or leadership. All leadership, staff members and volunteers must sign this RGCC Abuse/Harassment Prevention form indicating that they have read and understand the above and will adhere to the policies as outlined. A copy will be given to each worker and the church will retain a copy.
Our Responsibility It is our responsibility to Model the behavior of our Lord and Savior Jesus Christ Create an environment where every person feels welcomed, loved, and safe Empower others to fulfill the God-given call on their lives Restore our Brothers and Sisters from every work of the enemy. With these things in mind, we should be mindful that God is trusting us with each person we come in contact with. Each one of us should Shephard every person who comes into the ministry the same way Christ Shepherds us. Sexual Harassment is defined by the effect on the victim, not the intent of the offender.
