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Home > Articles > Are We Prepared for a Sexual Misconduct Allegation?
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Are We Prepared for a Sexual Misconduct Allegation?
Use the following assessment to gauge how comfortable your staff feels about confronting sexual harassment.


Topics:Legal issues, Liability, Security, Sexual misconduct
Filters:Business administrator, Elder, Management, Pastor, Pastoral care, Woman leader
Purpose:Fellowship
References:None
Date Added:August 26, 2008

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It could happen to you. Sexual harassment happens daily in all sorts of contexts. While we may think it's more prevalent in secular businesses and organizations, the church is no rookie when it comes to dealing with sexual misconduct within their own walls. If you have men and women working together in any capacity, your church must be prepared for an accusation. Use the following assessment to gauge how comfortable your staff feels about confronting sexual harassment.

Answer "Yes" or "No" to the following questions.

Are we equipped with the right procedures to understand, prevent, and respond to sexual misconduct allegations?

Do we show our staff that we take sexual harassment seriously by providing awareness training on this topic?

Does our church have a safe atmosphere and clear channels of communication for victims to address a problem without fear of retaliation for coming forward?

If our church employs 15 or more people, have we adopted a clear, written policy regarding sexual misconduct?

Are we currently practicing Paul's words to Timothy in 1 Timothy 5:2, "treat older women as mothers, and younger women as sisters, with absolute purity"?

Do our office doors have glass inserts or windows in them?

Do we proactively monitor employees for inappropriate touching?

Have we clearly defined and posted reporting laws in the areas where employees can see them?

Do we have a clearly defined process for sharing concerns of sexual harassment or inappropriate touching?

Do we practice confidentiality with all employee issues?

Is our church vigilant in monitoring employee's overtime hours, or an individual's declining performance, increased absences, inability to concentrate, or changes in his/her work habits?

Does our current insurance policy cover our church adequately against sexual harassment claims?

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