The process of designing a policy is as essential as the product itself. The most important question is, “Do you have the energy and commitment to work through these issues before a crisis?” Here are a few considerations as you compose your policy:
Definitions. Church bylaws should make a clear statement against abuse and for a healthy worship environment. For example: “Worship of God requires openness, trust, intimacy, vulnerability, and a safe, supportive community. Abuse and harassment are, therefore, violations of the faith shared by this congregation. Accordingly, the congregation will maintain official policies and procedures that assure prevention. … ” State clearly what behaviors are inappropriate.
Personnel policies. Maintain a personnel manual in the church office to describe the recruiting, screening, and selecting of volunteer and paid staff. The application and reference check should explore accusations of sexual abuse. One church’s policy calls for “a signed covenant with all paid and volunteer staff that confirms no previous sexual misconduct.” It also requires “orientation and training sessions for staff, guidelines for staff behavior, church rules and actions concerning the safety of children, evaluation procedure, disciplinary policy and maintenance of confidential personnel files.” State that any staff not adhering to the personnel policy and procedures will be subject to discipline and possible dismissal. (Make sure that policies fit with the guidelines of the denomination, state, and church insurer.)
Church response team. If there is a problem or complaint, whom are you comfortable having know about it? Decide what information may need to go beyond the pastor and to whom. Consider creating a Church Response Team (CRT) to handle harassment issues that arise. One church’s CRT consists of three members: at least one female, one male, and a member of the church council. Provide them with training through books or seminars.
Initiating a complaint. In the policy, explain how someone should initiate a complaint of sexual harassment. One church’s policy called for a written request to the senior pastor or executive committee of the church council, including “the nature of the complaint, the names of the accused, complainant(s), and the injured, and date of the report.”
Immediate response. One church’s policy says, “Within 48 hours of receipt of a written complaint, the church council shall meet in regular or special session to activate the CRT. The CRT will contact the person accused of sexual harassment, present him or her with the time and nature of alleged abuse (without revealing confidentialities), outline the procedure which will be followed, and receive the alleged offender’s response (verbal or written). The alleged offender will be temporarily removed from church position(s) while a confidential investigation is being conducted.” Pastoral care should be offered to each party involved (the complainant, the injured, the accused, and their families).
The inquiry. Spell out whether the CRT can invite professionals (lawyers, insurance specialists, counselors, etc.) to help in resolving a complaint. Also clarify whether someone who meets with the CRT is allowed to be accompanied by a support person.
State the limits of the inquiry. One church’s policy states, “The inquiry process is an investigation, not a trial” and therefore, “the CRT shall not permit cross-examination of witnesses or direct confrontation between the accused, the injured, and the complainant(s).”
The CRT must keep a log of all events, meetings, contacts, and refer any cases that must be handled by the denomination, police and courts, or Child or Adult Protective Services.
Recommendation. Finally, state what you will do if complaints are (a) founded or (b) unfounded. What disciplinary steps can be taken? What steps in a healing process can be taken? Clarify who has the authority to make those decisions.
Finally, review the entire proposed policy. Check verb tense–and determine when will is appropriate to the forcefulness of your policy. Have a lawyer review your policy before presentation to the congregation; also review the policy annually to ensure it conforms with changes in the law.
Then, decide how you will educate the congregation so they understand and support the policy. Consider classes or workshops on parenting, child abuse prevention, “Dating with Dignity,” and related topics.
–Kibbie Ruth Pastoral Center for Abuse Prevention San Mateo, California
Copyright (c) 1995 Christianity Today, Inc./LEADERSHIP Journal
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Copyright © 1995 by the author or Christianity Today/Leadership Journal. Click here for reprint information on Leadership Journal.
