What to do
...if an employee complains about sexual harassment or discrimination
If your church has a written procedure in place, use it.
Often employees are reluctant to raise allegations of harassment or discrimination for any number of reasons. The best way to respond at the moment is to thank the employee for surfacing the issue.
- Indicate sensitivity to the employee's concerns.
- Ask for as much specific information as possible about what happened.
- Tell the person the complaint will be investigated and to expect further discussion in a few days.
- Reassure the employee that you will be sensitive to her or his concerns as you look into the matter, but do not promise to keep it confidential.
Whenever possible, and before sharing information about the complaint or attempting to investigate or resolve it on your own, immediately consult an attorney who is experienced in handling sexual harassment or discrimination matters.
For guidance on these and other important employment issues, see the Guide to Human Resources Practices for Lay Employees in Episcopal Churches. This valuable guide offers information every employer needs, including:
- Tips on writing job descriptions and recruiting staff
- Sample application form
- How to conduct reference and background checks
- Classifying employees properly
- Roadmap and checklist for orienting new employees
- How to handle complaints about unfair treatment
- Painless performance appraisals
- Requirements of the Civil Rights and Americans with Disabilities Acts
- General Convention's requirements and rcommendations...
and more.