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Sample Local Church Policy |
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Every local church needs a policy (see “key components of a
policy” above). The policy should speak to sexual harassment,
child sexual abuse, sexual misconduct. Regarding clergy misconduct
of a sexual nature: an annual conference will have a policy and,
therefore, the local church policy needs to only say that clergy
misconduct of a sexual nature is wrong and to define some
components of the behavior. (For a comprehensive guide to local
church policies, see Safe Sanctuaries in “Are There
Resources to Help Me?” in this website.) |
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This SAMPLE policy from the General Commission on the Status
and Role of Women is only an example for a UM organization. Please
review the policy and adapt it to your particular situation in
your organization (ie: church, annual conference, etc.) The
particulars of the SAMPLE policy may or may not apply to your
environment. Your policy needs to be applicable to your situation.
If not, the policy will not have validity. Click
here for sample policy. |
| The _____________ United Methodist
Church affirms the 2004 Book of Resolutions, “Sexual Abuse Within
Ministerial Relationships” (p. 150, Resolution, No. 36) and
“Eradication of Sexual Harassment in the United Methodist Church
and Society” (p. 155, Resolution, No. 37), which states that
sexual abuse within the ministerial relationship and sexual
harassment within the church are incompatible with biblical
teachings of hospitality, justice and healing. In accordance with
The 2004 Book of Discipline, Par 161F, all human beings, both male
and female, are created in the image of God, and thus have been
made equal in Christ. As the promise of Galatians 3:26-29 states,
all are one in Christ, we support equity among all persons without
regard to ethnicity, situation, or gender. |
| Sexual abuse within the ministerial
relationship occurs when a person in a ministerial role of
leadership (pastor, educator, counselor, youth leader or other
position of leadership) engages in sexual contact or sexualized
behavior with a congregant, client, employee, student, staff
member, co-worker or volunteer. |
| Sexual harassment is an “unwanted
sexual comment, advance or demand, either verbal or physical, that
is reasonably perceived by the recipient as demeaning,
intimidating, or coercive.” “Sexual harassment includes, but is
not limited to, the creation of a hostile or abusive working
environment resulting from discrimination on the basis of gender”
(2004 Book of Discipline, Par. 161I). It also includes
intimidating or coercive behavior that threatens or results in a
tangible employment action. |
| Gender harassment is behavior that
is harassing in nature against a woman because she is a woman or
against a man because he is a man. |
| Sexual abuse within the ministerial
relationship involves a betrayal of sacred trust, a violation of
the ministerial role and exploitation of those who are vulnerable.
Similarly, sexual and gender harassment are usually understood as
exploitation of power relationships rather than as exclusively
sexual or gender issues. |
| Sexual and gender harassment,
sexual abuse and misconduct of a sexual nature within the life of
the Church interferes with its moral mission. ___________ United
Methodist Church prohibits and will not tolerate these behaviors,
which are sinful, demeaning, abusive and wrong, and commits itself
to fair and expedient investigation of any complaint of sexual and
gender harassment, sexual abuse or misconduct of a sexual nature
within the church and to take action deemed appropriate and in
compliance with the Book of Discipline. Further, the _________
United Methodist Church bears affirmative responsibility to create
an environment of hospitality for all persons, male or female,
which is free of these sins and encourages respect, equality and
kinship in Christ. |
| Some instances of harassment can be
resolved informally by conversation between the parties or
facilitated mediation. In all other instances, the conduct must be
reported immediately to the ______________ or ______________
{Note: the policy needs to provide alternative places to report,
in the event that the person to whom a complaint ordinarily would
be brought is the accused.} If the conduct involves a clergy
person, it must be reported to the clergy person’s supervisor,
district superintendent or the bishop. |
| The __________________ United
Methodist Church will not retaliate against any person who brings
forward a complaint. All staff, leaders and volunteers are
expected to immediately report any knowledge of harassment, abuse
or misconduct to any one of the persons listed above. Prompt and
appropriate investigation and corrective action will be taken,
including discipline. Persons who make false accusations will be
disciplined. |
| While the ________________ United
Methodist Church cannot guarantee absolute confidentiality, it
will make ever reasonable effort to maintain confidentiality by
disclosing information about the complaint only on a “need to
know” basis and as necessary to promote God’s call for justice,
reconciliation and healing. |
| Anyone who has any questions or
concerns about this policy or the issues addressed is encouraged
to air those questions or concerns to the _______________________.
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| {examples of possible additional
items to include in other documents that will support the policy(s):
existence, purpose and use of response teams; a statement about
state law on mandatory reporting; a reference to other policies
that might be applicable; an affirmation that reconciliation and
resolution are continuing goals; information about screening of
applicants; a date of implementation} |
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This SAMPLE
policy from the General Commission on the Status and Role of Women
is only an example for a UM organization. Please review the policy
and adapt it to your particular situation in your organization (ie:
church, annual conference, etc.) The particulars of the SAMPLE
policy may or may not apply to your environment. Your policy needs
to be applicable to your situation. If not, the policy will not
have validity.
For more
information, visit the United Methodist Sexual Ethics Website at:
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For a printable pdf of this document,