Sexual Harassment Policy

(See also Counseling and Guidance Policy for guidelines regarding actual or potential sexual misconduct)

Definition

Sexual harassment includes any form of unwelcome or nonconsensual sexual advances, request for sexual favors, or other verbal or physical contact of a sexual nature, when (1) submission to such conduct is made explicitly or implicitly a term or condition of employment; (2) submission to or rejection of such conduct is used as the basis for employment decisions affecting an 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. It may include but is not limited to:

  1. Sexually oriented jokes, comments, verbal “kidding,” or abuse
  2. Suggestive, inappropriate, or graphic comments about a person’s body, appearance, or actions
  3. Sexually suggestive gestures or actions, including physical actions such as patting, pinching, constant brushing against another’s body, or blocking another’s movement
  4. Subtle pressure for sexual activity or demands for sexual favors, whether or not accompanied by promise of reward or threat of punishment
  5. Sexual assault
  6. Condoning any of the above

Statement of Church Position

  • The Pentecostals of The Woodlands will not tolerate sexual harassment of any kind, whether quid pro quo (points 1 and 2 of the above definition) or hostile environment (point 3 of the above definition), and whether committed by an employee or a non-employee.
  • Employees or volunteer workers who are found guilty of sexual harassment will be disciplined immediately. Depending on the severity of the infraction, discipline may range from partial or total suspension of duties up to and including dismissal. However, discipline will not be administered without adequate proof of harassment.
  • Discipline not involving dismissal will be accompanied by a warning that any future incidents of harassment will not be tolerated and may result in immediate dismissal.
  • The church encourages victims to report incidents of harassment.
  • All complaints will be investigated promptly.
  • Persons filing a complaint will not suffer retaliation for doing so.
  • All complaints will be handled confidentially.
  • The church will follow up periodically with victims by asking if there have been any further incidents of harassment.
  • This policy will be communicated to all workers.

Procedure for Complaints

  • A complaint of sexual harassment should be brought to the pastor. He should then take the following steps.
  • Arrange to minimize job-related or other necessary contact between the parties until the situation is resolved.
  • Conduct a complete investigation, including interviews with any other parties who may have knowledge of the incident(s).
  • Make a judgment regarding the allegations; determine and carry out appropriate disciplinary actions; notify accuser(s) of any disciplinary action(s) taken against the accused and of the right to appeal.
  • Alleged victims or offenders who feel that they have not been satisfactorily dealt with during this process may appeal to the church board, by submitting a written request to the pastor. The pastor shall arrange a meeting of the church board, whose decision shall be final.
  • A complaint against the pastor should be brought to the church board.