Church Sexual Harassment Policy Template

Sample document includes sexual harassment policy template. 

SEXUAL HARASSMENT POLICY

[Church Name Here], a Free Methodist Church, (the “Church”) is committed to creating and maintaining a work environment free of sexual harassment.  As such, the Church prohibits sexual harassment of its employees in any form.  Employees must not engage in such prohibited conduct.  Any employee determined to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and including termination.

Sexual harassment is an assault on a person’s privacy and integrity.  Sexual harassment can also destroy the ministry itself through a decline in morale, loss of respect for the responsible party and through grieving God’s blessing.  All employees must be allowed to work in an environment free of unwelcome sexual overtures.

Sexual harassment includes conditioning another employee’s job status – continued employment, promotions, salary increases, or work assignments, for instance – on giving sexual favors.  It also includes unwelcome sexual advances between co-workers, such as requests for sexual favors, or other verbal, physical, or visual conduct of a sexual nature.

Prohibited unlawful sexual harassment includes, but is not limited to, the following behavior:

• Unwanted sexual advances, invitations or comments;
• Visual conduct such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings, screen savers or gestures;
• Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work;
• Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss, and offers of employment benefits in return for sexual favors; and
• Retaliation for having reported or threatened to report harassment.

Any employee who is aware of any instances of sexual harassment should report the alleged act immediately to his or her supervisor.  Any employee who believes he or she has been subject to sexual harassment should do the same.  If the employee is uncomfortable in discussing the matter with the supervisor or if the supervisor is not available, the employee should report the alleged act immediately to the Superintendent of —CONFERENCE— of the Free Methodist Church.  Employees are encouraged to be prompt in reporting such behavior.

Any report or complaint should include details of the incident or incidents, names of the individuals involved and names of any witnesses.  A thorough and objective investigation of the allegations will take place immediately and will be handled as confidentially as possible.  Upon completion of the investigation, the appropriate parties will be notified of the findings.

If it is determined that unlawful harassment has occurred, effective remedial action will be immediately taken in accordance with the circumstances involved.

The Church will not retaliate against any employee for filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers.

All employees shall sign a disclosure document stating they have read, understood and will comply with stated policy.

I have read the above stated policy and indicated my understanding and compliance by my signature below.

Name ______________________________________________________                      Date _______________________