National Staff Employee

General Assembly Sexual Misconduct Policy governs the employees of all General Assembly entities. Procedures for reporting and investigation may vary among the entities.

GAC/OGA employee handbook procedure:

Employees who wish to make a complaint of sexual misconduct/sexual harassment may choose to use the complaint process or may report their complaint directly to the Associate Director for Human Resources and follow the Sexual Misconduct/Sexual Harassment Complaint Process. The General Assembly Council will take no adverse action against any employee who in good faith, lodges an allegation of sexual misconduct/sexual harassment and will protect such employee from reprisal from other employees. Any supervisor or manager who receives a complaint of sexual misconduct/sexual harassment or who believes in good faith that sexual misconduct/sexual harassment has occurred is required to report it to his/her supervisor or the Associate Director of Human Resources. If the complaint is against his/her supervisor, it must be reported to the Associate Director for Human Resources.

The Sexual Misconduct/Harassment Complaint Process is as follows:

a. The accuser should put a detailed report of sexual misconduct in a signed writing.

b. By the second working day, whoever receives the report should provide it to the Associate Director of Human Resources. On the same day, that person will send the accused as well as appropriate Division Director a written summary of the allegation.

c. The Associate Director of Human Resources or designee will appoint a five (5) person Response Coordination Team, comprised of one representative from Human Resources, a trained counselor who is not an employee of the Church, and three (3) other persons. At least two (2) members of the Response Coordination Team will be the same gender as the accuser.

d. The Response Coordination Team will meet to begin inquiry into the allegation within five (5) working days of receiving the complaint. The Response Coordination Team will interview the accuser and the accused. A written administrative record will be kept. The Response Coordination Team may recommend paid administrative leave for the accuser and/or accused.

e. A written report will be provided to the Associate Director of Human Resources or designee within fifteen (15) working days of receiving the complaint. The report sets out the Response Coordination Team's conclusions and suggestions for further action.

f. The report will be provided by the Associate Director of Human Resources or designee to the accuser, accused, and the Administrative Committee. The Administrative Committee consists of the Executive Director of the General Assembly Council or designee, the Division Director of the accused or designee, and the Associate Director of Human Resources and/or the Associate for AA/EEO.

g. Both the accused and accuser will have the right to respond to the Response Coordination Team's findings to the Administrative Committee. The Administrative Committee will perform the following functions:

1. Determine if the Response Coordination Team's report gives rise to a reasonable suspicion of sexual misconduct by the accused;

2. Gather additional information, if necessary;

3. Make a decision, including disciplinary action where appropriate;

4. Inform the accuser and accused of the outcome; and

5. Prepare a written report to be included in the accused's personnel file. In the case of a proven false accusation, a written report will be included in the accuser's personnel file. The accuser or accused will be allowed to attach any written statements to said documents in their personnel files.

h. Either the accuser or accused may appeal the Administrative Committee's decision through the complaint procedure.

If the Administrative Committee approves counseling for either the accuser or the accused, the General Assembly Council, to the extent necessary, will bear the expense. If the accused is an ordained individual, the actions taken by the Administrative Committee shall not be considered exclusive of any actions which may be taken under the Book of Order.

Any investigation, administrative records, reports or findings that are related to the allegations shall remain confidential. Breach of confidentiality could be cause of disciplinary action, up to and including termination.