Harassment Policy - Archdiocese of Los Angeles
The Church of the Blessed Sacrament strives to create a work environment where all persons treat each other with dignity, charity, and respect in accord with Christian principles and the social teachings of the Church. Therefore, The Church of the Blessed Sacrament is committed to provide a work environment that is free from harassment in any form. Harassment of any person working for the parish by any lay employee, religious or priest ("Person") is prohibited. Allegations of harassment will be treated seriously and will be reviewed and investigated in a prompt, confidential and thorough manner.
A charge of harassment shall not, in and of itself, create the presumption of wrongdoing. However, substantiated acts of harassment will result in disciplinary action, up to and including discharge. Persons found to have filed false or frivolous charges will also be subject to disciplinary action, up to and including discharge.
Harassment occurs when an individual is subjected to treatment or a work environment which is hostile or intimidating because of the individual's race, creed, color, national origin, physical disability or sex. Harassment can occur any time during work or during work-related business. It includes, but is not limited to, any or all of the following:
Verbal Harassment
Derogatory comments and jokes; threatening words spoken to another Person;
Physical Harassment
Unwanted physical touching, contact, assault, deliberate impeding or blocking movements, or any intimidating interference with normal work or movement;
Visual Harassment
Derogatory, demeaning or inflammatory posters, cartoons, written words, drawings, gestures;
Sexual Harassment
Includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when any or all of the following occurs:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions;
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Specific examples of sexual harassment include, but are not limited to:
1. Making unsolicited sexual advances and propositions;
2. Using sexually degrading words to describe an individual or an individual's body;
3. Displaying sexually suggestive objects or pictures;
4. Telling inappropriate or sexually related jokes;
5. Making reprisals, threats of reprisals or implied threats of reprisals following a negative response to sexual advances; and
6. Offering favors of employment benefits, such as promotions, favorable performance evaluations, favorably assigned duties or shifts, recommendations, reclassifications, etc., in exchange for sexual favors.
It is the responsibility of the Pastor to:
1. Implement this policy through regular meetings with all supervisory personnel ensuring that they understand the policy and its importance;
2. Make all employees, religious and priests aware of this policy and the commitment of the parish toward its strict enforcement;
3. Remain watchful for conditions that create or may lead to a hostile or offensive work environment;
4. Establish practices designed to create a work environment free from discrimination, intimidation, or harassment.
It is the responsibility of each Person to:
1. Conduct himself or herself in a manner which contributes to a positive work environment;
2. Avoid any activity that may be considered discriminatory, intimidating, or harassing;
3. Immediately inform anyone harassing him or her that the behavior is offensive and unwelcome;
4. Report all incidents of discrimination or harassment to his/her supervisor, or, if not the supervisor, to the next higher level of management or the Pastor;
5. If informed he/she is perceived as engaging in discriminatory, intimidating, harassing or unwelcome conduct, to discontinue that conduct immediately.
Complaint Filing and Investigation Procedures
The following procedures must be followed for filing and investigating a harassment claim:
1. The employee, religious, or priest ("Person") should first tell the individual causing the harassment that the conduct is offensive and must stop. If the objectionable behavior does not cease immediately, the Person must report the harassment to his or her immediate supervisor. If the Person is not comfortable or able to approach the alleged harasser, he or she should report the harassment to his or her immediate supervisor.
2. If the complaint is against the Person's immediate supervisor, the Person must report the harassment to the next higher supervisor or Pastor.
3. Directors or supervisors who either believe or who have been told that harassment is occurring between Persons in their departments are required to report any such harassment promptly to the Pastor.
4. The Person alleging harassment will be asked to complete a formal, written complaint. The claim will be investigated thoroughly, involving only the necessary parties. Confidentiality will be maintained as much as possible.
5. The investigation by the Pastor will include a meeting with the Person alleged to have harassed, sharing with that Person the nature of the allegations as well as the name of the Person bringing the allegations. If appropriate, the alleged harasser will be placed on paid administrative leave during the course of the investigation.
6. Once the facts of the case have been gathered, the Pastor will decide what, if any, disciplinary action is warranted. The disciplinary action will relate to the nature, context, and seriousness of the harassment and can include all disciplinary actions up to and including immediate termination.
7. If the complaint is against a non-employee such as a parent, parishioner, volunteer or vendor, the Pastor will take steps within his power, to investigate and eliminate the problem.