Non-Harrassment Policy form

PREAMBLE:

One of the fundamental tenets of evangelical Baptists is that we believe the Bible to be our final authority in both faith and practice. Scripture provides a higher standard than that expressed in this policy and employees are expected to live by that higher standard. This policy provides minimal general guidelines and establishes a mechanism to permit someone to act if he or she feels they are being harassed and personal confrontation has not alleviated the situation.

POLICY:

Fellowship International is committed to providing employment free from harassment. The Director will take appropriate disciplinary action against any employee including volunteer staff who subjects another employee to any form of harassment. The name of a reporter or circumstances related to the report will only be disclosed to the extent that it is necessary for the purpose of investigating the report or taking disciplinary measures.

DEFINITION:

Harassment includes:

• the engagement in a course of inappropriate comment or conduct that is known or ought reasonably to be known to be unwelcome;
• suggestive or unwelcome remarks of a racial, ethnic, personal or similar nature;
• sexual advances, solicitation or physical contact made by one person to another whether or not he or she is in a position to grant or deny a benefit to another, such as advances from a supervisor to an employee;
• a reprisal by a person against the person who rejected his or her advance, such as termination or demotion of an employee because the employee refused such an advance; and
• an act or course of conduct that would reasonably be regarded as harassment.

PROCEDURES:

If an employee believes that he or she is the subject of harassment of any nature, he or she should ask the harasser to stop the behaviour immediately and document the place, date and time the incident happened. An employee may also report the incident to the Fellowship International Director or Board.

Where a report of sexual harassment is made, the Director or his or her designate shall attempt to meet with the reporter. If the reporter does not wish the matter to go further and if the matter does not warrant further action, the investigation shall end. If the reporter does wish the matter to go further or if the matter warrants further action, the decision maker shall fully investigate the matter including attempting to meet with the person against whom the allegation has been made. If the allegation is proven, the decision maker shall take appropriate disciplinary action. Where the proposed disciplinary action includes a suspension or termination of employment and the decision maker is not the Board, the proposed disciplinary action shall be approved by one of them before becoming final.

SUMMARY:

It is very important that all employees feel comfortable about the environment in which they work. All employees share in the responsibility of keeping the workplace free from harassment. To that end, every employee can be confident that any matters relating to proven harassment in any form will be handled in confidence and without fear of reprisal.

Acknowledgement by Employee

I have read and understand the above policy statement. I understand that compliance with the policy statement is a term and condition of my employment with the Fellowship. I acknowledge that typing my name in the space provided below indicates my signature on this document.