Before it Happens
July 1, 1995
The process of designing a policy is as essential as the product itself. The most important question is, "Do you have the energy and commitment to work through these issues before a crisis?" Here are a few considerations as you compose your policy: Definitions. Church bylaws should make a clear statement against abuse and for a healthy worship environment. For example: "Worship of God requires openness, trust, intimacy, vulnerability, and a safe, supportive community. Abuse and harassment are, therefore, violations of the faith shared by this congregation. Accordingly, the congregation will maintain official policies and procedures that assure prevention. … " State clearly what behaviors are inappropriate. Personnel policies. Maintain a personnel manual in the church office to describe the recruiting, screening, and selecting of volunteer and paid staff. The application and reference check should explore accusations of sexual abuse. One church's policy calls for "a signed covenant with all paid and volunteer staff that confirms no previous sexual misconduct." It also requires "orientation and training sessions for staff, guidelines for staff behavior, church rules and actions concerning the safety of children, evaluation procedure, disciplinary policy and maintenance of confidential personnel files." State that any staff not adhering to the personnel policy and procedures will be subject to discipline and possible dismissal. (Make sure that policies fit with the guidelines of the denomination, state, and church insurer.) Church response team. If there is a problem or complaint, whom are you comfortable having know about it? Decide what information may need to go beyond the pastor and to whom. Consider creating a Church ...
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