Our Policies
Child and Vulnerable Population Protection Policy
I. PURPOSE
First Presbyterian Church (FPC) has established this policy to (a) help provide a safe, nurturing environment for children and vulnerable populations, (b) provide procedures for hiring, review, and adherence to guidelines by all supervisors (including dismissal and prosecution), (c) safeguard those who supervise children from unfounded accusations of misconduct, and (d) provide a means for making reports of violations of this policy. This policy applies to all FPC programs that involve supervision of a child or person from a vulnerable population by any FPC employee or volunteer.
To guard against abuse and misconduct, FPC seeks to ensure that those persons responsible for supervising children and vulnerable populations in the church deserve this trust and responsibility. The policy is also designed to protect those in supervisory roles by minimizing the risk of abuse or false allegations of abuse. Consistent with the policies of the Presbyterian Church (USA), of which FPC is a member congregation, this policy uses the definitions stated below:
II. DEFINITIONS
“Sexual abuse” or “sexual misconduct” includes, but is not limited to, any contact or interaction with a child or person from a vulnerable population when the child or vulnerable person is being used for the sexual stimulation of another person. The behavior may or may not involve touching. Sexual behavior with a child or vulnerable person is always considered forced.
“Child” or “children” refers to those legally considered minors.
“Vulnerable population” is used to describe those who are unable to advocate for themself because of physical or mental disability, age, or other protected class.
“Employee” is the comprehensive term used to cover individuals who are called or hired full-time or part-time to work for the church for salary or wages.
“Occasional paid sitter” is the term used to denote those who are hired occasionally for special functions.
“Volunteer” is the term used for those who provide services for the church, who receive no financial benefit or remuneration, and who have long-term access to children and/or vulnerable populations.
“Staff Member” is the term used for non-clergy employees responsible for FPC education, mission, music, youth, or other programs that involve children. “Clergy” or “Pastor” is the term used for ordained, called, and installed leaders of FPC.
“Session” is the elected governing body of FPC.
“Parent assistant” refers to parents who provide occasional childcare assistance in church programs in which their children participate.
“Related” refers to persons who are married or members of the same family, such as spouses, spouses and adult children, or adults related by blood or marriage.
“Supervision” includes direct observation or control of activities, and may include visual monitoring of activities via open or windowed doors.
III. STANDARDS OF CONDUCT
Employees, volunteers, and those supervising children and vulnerable populations shall not touch, interact with, or otherwise communicate with children in any way that is intended to be sexually stimulating. Common expressions of affection (hugs), affirmation (pats on the back), support (prayer), or physical caretaking (changing diapers, etc.) are appropriate in this community of caring Christians. Care must be taken, however, that expressions of affection and affirmation are not excessive or imposed on a child.
To protect both our children and vulnerable populations and their church supervisors, those in supervisory roles will work in pairs. Two non-related supervisors should be present with the children and vulnerable populations at all activities; if the supervisors are related, a third supervisor is needed. In the event that only one supervisor is available for a church event or activity, that event or activity will be cancelled or postponed until proper supervision can be provided.
Children and vulnerable populations involved in a church activity should be transported on the FPC campus in groups rather than alone. FPC volunteers, staff, and clergy are not permitted to transport children or vulnerable populations off of FPC’s campus unless written permission has been given by a parent/guardian, and at least two supervisors are present. On rare occasions when one-on-one counseling or social interaction is appropriate, the supervisor should notify another supervisor and the interaction must take place in an open, easily accessible location.
Gift-giving can be a biblical, Christian expression of love. If a person in a supervisory role of children or a vulnerable population desires to give gifts as a reward for completing a program or activity, written approval must be given by the Session committee overseeing the activity. Prior to the giving of gifts a notice to the parents/guardians of the children or vulnerable population must be given. If a parent/guardian objects to their child receiving gifts, their wishes will be respected. This does not apply to items sent home after activities that were used in the activity, such as crafts or object-lesson tools.
IV. SUPERVISION AND ACCOUNTABILITY
All Session committees and staff members will seek employees or volunteers in sufficient numbers to staff church programs consistent with this policy.
As a condition of employment, any employee or applicant seeking to be employed by FPC will be required to
complete and sign a statement of receipt of this policy and FPC’s Sexual Harassment Policy;
undergo a criminal records background check; and
allow FPC to contact references.
All employees, volunteers, and occasional paid sitters who supervise children and vulnerable populations must first satisfactorily complete:
an application, providing references to make sure that the applicants is suitable for the position. Committee members should recruit volunteers from those who have been members or active in the life of FPC for at least six months.
training and orientation which will include a discussion and explanation of this policy. All employees and volunteers who will supervise children must sign an acknowledgment that they have read, understand, and agree to abide by the policy.
V. REPORTING OF MISCONDUCT
A person who has reason to believe that sexual abuse or misconduct covered by this policy has occurred shall immediately report such information to the staff member or pastor supervising the activity. All allegations of sexual abuse or misconduct involving children or vulnerable populations will be immediately reported to the appropriate government authority as required by law. A full written report of the alleged sexual abuse or misconduct will then be taken by the pastor or staff member supervising the activity. This report will then be submitted to the Clerk of Session within 48 hours. A process of investigation, outlined in FPC’s Sexual Harassment Policy will then take place.
If the allegation is being made against a supervising staff member or volunteer, a report will be made to the pastor and at least one currently installed Session Elder, after which the investigation process outlined in FPC’s Sexual Harassment Policy will take place.
If the allegation is being made against the/a pastor, at least two Session Elders will take the report and submit it to the Stated Clerk of Northern New York Presbytery. The Book of Order of the PC(USA) outlines the investigative process used when allegations are made against clergy.
Reports of allegations do not need to follow a standardized form, though collecting as much information as possible is of utmost important. Such information should include place, date, and time of the alleged abuse or misconduct, the names of all those present when the alleged abuse or misconduct occurred, and the steps taken to make the report.
FPC will cooperate fully with government authorities in the investigation of allegations of sexual abuse or misconduct.
The pastor/head of staff will inform the Session that an allegation has been made and reported. Those persons involved in the investigation or report should hold relevant information in strict confidence, subject to such disclosures as are required by church procedures or required by law. As appropriate, the pastor will also inform Northern New York Presbytery.
Sexual Harassment Policy
Purpose and Goals
First Presbyterian Church is committed to maintaining a workplace free from harassment and discrimination. Sexual harassment is a form of workplace discrimination that subjects an employee to inferior conditions of employment due to their gender, gender identity, gender expression (perceived or actual), and/or sexual orientation. Sexual harassment is often viewed simply as a form of gender-based discrimination, but First Presbyterian Church recognizes that discrimination can be related to or affected by other identities beyond gender. Under the New York State Human Rights Law, it is illegal to discriminate based on sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or status as a victim of domestic violence. Our different identities impact our understanding of the world and how others perceive us.
For example, an individual’s race, ability, or immigration status may impact their experience with gender discrimination in the workplace. While this policy is focused on sexual harassment and gender discrimination, the methods for reporting and investigating discrimination based on other protected identities are the same. The purpose of this policy is to teach employees to recognize discrimination, including discrimination due to an individual’s intersecting identities, and provide the tools to take action when it occurs. All employees, managers, and supervisors are required to work in a manner designed to prevent sexual harassment and discrimination in the workplace. This policy is one component of First Presbyterian Church’s commitment to a discrimination-free work environment.
Goals of this Policy:
Sexual harassment and discrimination are against the law. After reading this policy, employees will understand their right to a workplace free from harassment. Employees will also learn what harassment and discrimination look like, what actions they can take to prevent and report harassment, and how they are protected from retaliation after taking action. The policy will also explain the investigation process into any claims of harassment. Employees are encouraged to report sexual harassment or discrimination by filing a complaint internally with First Presbyterian Church. Employees can also file a complaint with a government agency or in court under federal, state, or local anti-discrimination laws.
To file an employment complaint with the New York State Division of Human Rights, please visit https://dhr.ny.gov/complaint.
To file a complaint with the United States Equal Employment Opportunity Commission, please visit https://www.eeoc.gov/filing-charge-discrimination.
Adoption of this policy does not constitute a defense to charges of unlawful sexual harassment. Each claim of sexual harassment will be determined in accordance with existing legal standards, with due consideration of the particular facts and circumstances of the claim, including but not limited to the existence of an effective anti-harassment policy and procedure.
Sexual Harassment and Discrimination Prevention Policy
First Presbyterian Church policy applies to all employees, applicants for employment, and interns, whether paid or unpaid. The policy also applies to additional covered individuals. It applies to anyone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in our workplace. These individuals include persons commonly referred to as independent contractors, gig workers, and temporary workers. Also included are persons providing equipment repair, cleaning services, or any other services through a contract with First Presbyterian Church. For the remainder of this policy, we will use the term “covered individual” to refer to these individuals who are not direct employees of the company.
Sexual harassment is unacceptable. Any employee or covered individual who engages in sexual harassment, discrimination, or retaliation will be subject to action, including appropriate discipline for employees. In New York, harassment does not need to be severe or pervasive to be illegal. Employees and covered individuals should not feel discouraged from reporting harassment because they do not believe it is bad enough, or conversely because they do not want to see a colleague fired over less severe behavior. Just as harassment can happen in different degrees, potential discipline for engaging in sexual harassment will depend on the degree of harassment and might include education and counseling. It may lead to suspension or termination when appropriate.
Retaliation is prohibited. Any employee or covered individual that reports an incident of sexual harassment or discrimination, provides information, or otherwise assists in any investigation of a sexual harassment or discrimination complaint is protected from retaliation. No one should fear reporting sexual harassment if they believe it has occurred. So long as a person reasonably believes that they have witnessed or experienced such behavior, they are protected from retaliation. Any employee of First Presbyterian Church who retaliates against anyone involved in a sexual harassment or discrimination investigation will face disciplinary action, up to and including termination. All employees and covered individuals working in the workplace who believe they have been subject to such retaliation should inform a supervisor, manager, or First Presbyterian Church. All employees and covered individuals who believe they have been a target of such retaliation may also seek relief from government agencies, as explained below in the section on Legal Protections.
Discrimination of any kind, including sexual harassment, is a violation of our policies, is unlawful, and may subject First Presbyterian Church to liability for the harm experienced by targets of discrimination. Harassers may also be individually subject to liability and employers or supervisors who fail to report or act on harassment may be liable for aiding and abetting such behavior. Employees at every level who engage in harassment or discrimination, including managers and supervisors who engage in harassment or discrimination or who allow such behavior to continue, will be penalized for such misconduct.
First Presbyterian Church will conduct a prompt and thorough investigation that is fair to all parties. An investigation will happen whenever management receives a complaint about discrimination or sexual harassment, or when it otherwise knows of possible discrimination or sexual harassment occurring. First Presbyterian Church will keep the investigation confidential to the extent possible. If an investigation ends with the finding that discrimination or sexual harassment occurred, First Presbyterian Church will act as required. In addition to any required discipline, First Presbyterian Church will also take steps to ensure a safe work environment for the employee(s) who experienced the discrimination or harassment. All employees, including managers and supervisors, are required to cooperate with any internal investigation of discrimination or sexual harassment.
All employees and covered individuals are encouraged to report any harassment or behaviors that violate this policy. All employees will have access to a complaint form to report harassment and file complaints. Use of this form is not required. For anyone who would rather make a complaint verbally, or by email, these complaints will be treated with equal priority. An employee or covered individual who prefers not to report harassment to their manager or employer may instead report harassment to the New York State Division of Human Rights and/or the United States Equal Employment Opportunity Commission. Complaints may be made to both the employer and a government agency. Managers and supervisors are to report any complaint that they receive, or any harassment that they observe or become aware of, to the pastor of First Presbyterian Church or the Clerk of Session.
This policy applies to all employees and covered individuals, such as contractors, subcontractors, vendors, consultants, or anyone providing services in the workplace, and all must follow and uphold this policy. This policy must be provided to all employees in person or digitally through email upon hiring and will be posted prominently in all work locations. For those offices operating remotely, in addition to sending the policy through email, it will also be available on the organization’s shared network.
What Is Sexual Harassment?
Sexual harassment is a form of gender-based discrimination that is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender. Sexual harassment is not limited to sexual contact, touching, or expressions of a sexually suggestive nature. Sexual harassment includes all forms of gender discrimination including gender role stereotyping and treating employees differently because of their gender.
Understanding gender diversity is essential to recognizing sexual harassment because discrimination based on sex stereotypes, gender expression and perceived identity are all forms of sexual harassment. The gender spectrum is nuanced, but the three most common ways people identify are cisgender, transgender, and non-binary. A cisgender person is someone whose gender aligns with the sex they were assigned at birth. Generally, this gender will align with the binary of male or female. A transgender person is someone whose gender is different than the sex they were assigned at birth. A non-binary person does not identify exclusively as a man or a woman. They might identify as both, somewhere in between, or completely outside the gender binary. Some may identify as transgender, but not all do. Respecting an individual’s gender identity is a necessary first step in establishing a safe workplace.
Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment does not need to be severe or pervasive to be illegal. It can be any harassing behavior that rises above petty slights or trivial inconveniences. Every instance of harassment is unique to those experiencing it, and there is no single boundary between petty slights and harassing behavior. However, the Human Rights Law specifies that whether harassing conduct is considered petty or trivial is to be viewed from the standpoint of a reasonable victim of discrimination with the same protected characteristics.
Generally, any behavior in which an employee or covered individual is treated worse because of their gender (perceived or actual), sexual orientation, or gender expression is considered a violation of First Presbyterian Church policy. The intent of the behavior, for example, making a joke, does not neutralize a harassment claim. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. Sexual harassment includes any unwelcome conduct which is either directed at an individual because of that individual’s gender identity or expression (perceived or actual), or is of a sexual nature when:
The purpose or effect of this behavior unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. The impacted person does not need to be the intended target of the sexual harassment;
Employment depends implicitly or explicitly on accepting such unwelcome behavior; or
Decisions regarding an individual’s employment are based on an individual’s acceptance to or rejection of such behavior. Such decisions can include what shifts and how many hours an employee might work, project assignments, as well as salary and promotion decisions.
There are two main types of sexual harassment:
Behaviors that contribute to a hostile work environment include, but are not limited to, words, signs, jokes, pranks, intimidation, or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex, gender identity, or gender expression. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory, or discriminatory statements which an employee finds offensive or objectionable, causes an employee discomfort or humiliation, or interferes with the employee’s job performance.
Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions, or privileges of employment. This is also called quid pro quo harassment. Any employee or covered individual who feels harassed is encouraged to report the behavior so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be discrimination and is covered by this policy.
Examples of Sexual Harassment
The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited. This list is just a sample of behaviors and should not be considered exhaustive. Any employee who believes they have experienced sexual harassment, even if it does not appear on this list, should feel encouraged to report it:
Physical acts of a sexual nature, such as: touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee’s body, or poking another employee’s body; or rape, sexual battery, molestation, or attempts to commit these assaults, which may be considered criminal conduct outside the scope of this policy (please contact local law enforcement if you wish to pursue criminal charges).
Unwanted sexual comments, advances, or propositions, such as: requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion, or other job benefits; this can include sexual advances/pressure placed on a service industry employee by customers or clients, especially those industries where hospitality and tips are essential to the customer/employee relationship; subtle or obvious pressure for unwelcome sexual activities; or repeated requests for dates or romantic gestures, including gift-giving.
Sexually oriented gestures, noises, remarks or jokes, or questions and comments about a person’s sexuality, sexual experience, or romantic history which create a hostile work environment. This is not limited to interactions in person. Remarks made over virtual platforms and in messaging apps when employees are working remotely can create a similarly hostile work environment.
Sex stereotyping, which occurs when someone’s conduct or personality traits are judged based on other people's ideas or perceptions about how individuals of a particular sex should act or look: remarks regarding an employee’s gender expression, such as wearing a garment typically associated with a different gender identity; or asking employees to take on traditionally gendered roles, such as asking a woman to serve meeting refreshments when it is not part of, or appropriate to, her job duties.
Sexual or discriminatory displays or publications anywhere in the workplace, such as: displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials, or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace; this also extends to the virtual or remote workspace and can include having such materials visible in the background of one’s home during a virtual meeting.
Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity, or gender expression, such as: interfering with, destroying, or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job; sabotaging an individual’s work; bullying, yelling, or name-calling; intentional misuse of an individual’s preferred pronouns; or creating different expectations for individuals based on their perceived identities: dress codes that place more emphasis on women’s attire; leaving parents/caregivers out of meetings.
Who Can be a Target of Sexual Harassment?
Sexual harassment can occur between any individuals, regardless of their sex or gender. Harassment does not have to be between members of the opposite sex or gender. New York Law protects employees and all covered individuals described earlier in the policy. Harassers can be anyone in the workplace. A supervisor, a supervisee, or a coworker can all be harassers. Anyone else in the workplace can also be harassers including an independent contractor, contract worker, vendor, client, customer, patient, constituent, or visitor.
Sexual harassment does not happen in a vacuum and discrimination experienced by an employee can be impacted by biases and identities beyond an individual’s gender. For example:
Placing different demands or expectations on black women employees than white women employees can be both racial and gender discrimination;
An individual’s immigration status may lead to perceptions of vulnerability and increased concerns around illegal retaliation for reporting sexual harassment; or
Past experiences as a survivor of domestic or sexual violence may lead an individual to feel re-traumatized by someone’s behaviors in the workplace.
Individuals bring personal history with them to the workplace that might impact how they interact with certain behavior. It is especially important for all employees to be aware of how words or actions might impact someone with a different experience than their own in the interest of creating a safe and equitable workplace.
Where Can Sexual Harassment Occur?
Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer or industry sponsored events or parties. Calls, texts, emails, and social media usage by employees or covered individuals can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices, or during non-work hours.
Sexual harassment can occur when employees are working remotely from home as well. Any behaviors outlined above that leave an employee feeling uncomfortable, humiliated, or unable to meet their job requirements constitute harassment even if the employee or covered individual is at home when the harassment occurs. Harassment can happen on virtual meeting platforms, in messaging apps, and after working hours between personal cell phones.
Retaliation
Retaliation is unlawful and is any action by an employer or supervisor that punishes an individual upon learning of a harassment claim, that seeks to discourage a worker or covered individual from making a formal complaint or supporting a sexual harassment or discrimination claim, or that punishes those who have come forward. These actions need not be job-related or occur in the workplace to constitute unlawful retaliation. For example, threats of physical violence outside of work hours or disparaging someone on social media would be covered as retaliation under this policy.
Examples of retaliation may include, but are not limited to:
Demotion, termination, denying accommodations, reduced hours, or the assignment of less desirable shifts;
Publicly releasing personnel files;
Refusing to provide a reference or providing an unwarranted negative reference;
Labeling an employee as “difficult” and excluding them from projects to avoid “drama”;
Undermining an individual’s immigration status; or
Reducing work responsibilities, passing over for a promotion, or moving an individual’s desk to a less desirable office location.
Such retaliation is unlawful under federal, state, and (where applicable) local law. The New York State Human Rights Law protects any individual who has engaged in “protected activity.” Protected activity occurs when a person has:
Made a complaint of sexual harassment or discrimination, either internally or with any government agency;
Testified or assisted in a proceeding involving sexual harassment or discrimination under the Human Rights Law or any other anti-discrimination law;
Opposed sexual harassment or discrimination by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of suspected harassment;
Reported that another employee has been sexually harassed or discriminated against; or
Encouraged a fellow employee to report harassment.
Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.
Reporting Sexual Harassment
Everyone must work toward preventing sexual harassment, but leadership matters. Supervisors and managers have a special responsibility to make sure employees feel safe at work and that workplaces are free from harassment and discrimination. Any employee or covered individual is encouraged to report harassing or discriminatory behavior to a supervisor, manager or pastor of First Presbyterian Church. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager, or pastor of First Presbyterian Church
Reports of sexual harassment may be made verbally or in writing. A written complaint form is attached to this policy if an employee would like to use it, but the complaint form is not required. Employees who are reporting sexual harassment on behalf of other employees may use the complaint form and should note that it is on another employee’s behalf. A verbal or otherwise written complaint (such as an email) on behalf of oneself or another employee is also acceptable.
Employees and covered individuals who believe they have been a target of sexual harassment may at any time seek assistance in additional available forums, as explained below in the section on Legal Protections.
Supervisory Responsibilities
Supervisors and managers have a responsibility to prevent sexual harassment and discrimination. All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing or discriminatory behavior, or for any reason suspect that sexual harassment or discrimination is occurring, are required to report such suspected sexual harassment to the pastor of First Presbyterian Church. Managers and supervisors should not be passive and wait for an employee to make a claim of harassment. If they observe such behavior, they must act.
Supervisors and managers can be disciplined if they engage in sexually harassing or discriminatory behavior themselves. Supervisors and managers can also be disciplined for failing to report suspected sexual harassment or allowing sexual harassment to continue after they know about it. Supervisors and managers will also be subject to discipline for engaging in any retaliation.
While supervisors and managers have a responsibility to report harassment and discrimination, supervisors and managers must be mindful of the impact that harassment and a subsequent investigation has on victims. Being identified as a possible victim of harassment and questioned about harassment and discrimination can be intimidating, uncomfortable and re-traumatizing for individuals. Supervisors and managers must accommodate the needs of individuals who have experienced harassment to ensure the workplace is safe, supportive, and free from retaliation for them during and after any investigation.
Bystander Intervention
Any employee witnessing harassment as a bystander is encouraged to report it. A supervisor or manager that is a bystander to harassment is required to report it. There are five standard methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.
A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior;
A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;
A bystander can record or take notes on the harassment incident to benefit a future investigation;
A bystander might check in with the person who has been harassed after the incident, see how they are feeling and let them know the behavior was not ok; and
If a bystander feels safe, they can confront the harassers and name the behavior as inappropriate. When confronting harassment, physically assaulting an individual is never an appropriate response.
Though not exhaustive, and dependent on the circumstances, the guidelines above can serve as a brief guide of how to react when witnessing harassment in the workplace. Any employee witnessing harassment as a bystander is encouraged to report it. A supervisor or manager that is a bystander to harassment is required to report it.
Complaints and Investigations of Sexual Harassment
All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. An investigation of any complaint, information, or knowledge of suspected sexual harassment will be prompt, thorough, and started and completed as soon as possible. The investigation will be kept confidential to the extent possible. All individuals involved, including those making a harassment claim, witnesses, and alleged harassers deserve a fair and impartial investigation.
Any employee may be required to cooperate as needed in an investigation of suspected sexual harassment. First Presbyterian Church will take disciplinary action against anyone engaging in retaliation against employees who file complaints, support another’s complaint, or participate in harassment investigations.
First Presbyterian Church recognizes that participating in a harassment investigation can be uncomfortable and has the potential to re-traumatize an employee. Those receiving claims and leading investigations will handle complaints and questions with sensitivity toward those participating.
While the process may vary from case to case, investigations will be done in accordance with the following steps. Upon receipt of a complaint, the pastor of First Presbyterian Church:
Will conduct a prompt review of the allegations, assess the appropriate scope of the investigation, and take any interim actions (for example, instructing the individual(s) about whom the complaint was made to refrain from communications with the individual(s) who reported the harassment), as appropriate. If complaint is verbal, request that the individual completes the complaint form in writing. If the person reporting prefers not to fill out the form, the pastor of First Presbyterian Church will prepare a complaint form or equivalent documentation based on the verbal reporting;
Will take steps to obtain, review, and preserve documents sufficient to assess the allegations, including documents, emails or phone records that may be relevant to the investigation. The pastor of First Presbyterian Church will consider and implement appropriate document request, review, and preservation measures, including for electronic communications;
Will seek to interview all parties involved, including any relevant witnesses;
Will create a written documentation of the investigation (such as a letter, memo or email), which contains the following:
A list of all documents reviewed, along with a detailed summary of relevant documents;
A list of names of those interviewed, along with a detailed summary of their statements;
A timeline of events;
A summary of any prior relevant incidents disclosed in the investigation, reported or unreported; and
The basis for the decision and final resolution of the complaint, together with any corrective action(s).
Will keep the written documentation and associated documents in a secure and confidential location;
Will promptly notify the individual(s) who reported the harassment and the individual(s) about whom the complaint was made that the investigation has been completed and implement any corrective actions identified in the written document; and
Will inform the individual(s) who reported of the right to file a complaint or charge externally as outlined in the next section.
If a complaint of sexual harassment is made against the pastor of First Presbyterian Church, the Clerk of Session, along with other currently installed Elders, will conduct the process outlined above. If a complain is made against the pastor of First Presbyterian Church, the Presbytery of Northern New York is to be informed immediately and the investigative process outlined in the PC(USA) Book of Order will take place concurrently with the process outlined above.
Legal Protections and External Remedies
Sexual harassment is not only prohibited by First Presbyterian Church, but it is also prohibited by state, federal, and, where applicable, local law.
The internal process outlined in the policy above is one way for employees to report sexual harassment. Employees and covered individuals may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may also seek the legal advice of an attorney.
New York State Division of Human Rights:
The New York State Human Rights Law (HRL), N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State and protects employees and covered individuals, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the New York State Division of Human Rights (DHR) or in New York State Supreme Court.
Complaints of sexual harassment filed with DHR may be submitted any time within three years of the harassment. If an individual does not file a complaint with DHR, they can bring a lawsuit directly in state court under the Human Rights Law, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.
Complaining internally to First Presbyterian Church does not extend your time to file with DHR or in court. The three years are counted from the date of the most recent incident of harassment.
You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.
DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases receive a public hearing before an administrative law judge. If sexual harassment is found at the hearing, DHR has the power to award relief. Relief varies but it may include requiring your employer to take action to stop the harassment, or repair the damage caused by the harassment, including paying of monetary damages, punitive damages, attorney’s fees, and civil fines.
DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741-8400 or visit: www.dhr.ny.gov.
Go to dhr.ny.gov/complaint for more information about filing a complaint with DHR. The website has a digital complaint process that can be completed on your computer or mobile device from start to finish. The website has a complaint form that can be downloaded, filled out, and mailed to DHR as well as a form that can be submitted online. The website also contains contact information for DHR’s regional offices across New York State.
Call the DHR sexual harassment hotline at 1(800) HARASS3 for more information about filing a sexual harassment complaint. This hotline can also provide you with a referral to a volunteer attorney experienced in sexual harassment matters who can provide you with limited free assistance and counsel over the phone.
The United States Equal Employment Opportunity Commission:
The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti- discrimination laws, including Title VII of the 1964 federal Civil Rights Act, 42 U.S.C. § 2000e et seq. An individual can file a complaint with the EEOC anytime within 300 days from the most recent incident of harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint and determine whether there is reasonable cause to believe that discrimination has occurred. If the EEOC determines that the law may have been violated, the EEOC will try to reach a voluntary settlement with the employer. If the EEOC cannot reach a settlement, the EEOC (or the Department of Justice in certain cases) will decide whether to file a lawsuit. The EEOC will issue a Notice of Right to Sue permitting workers to file a lawsuit in federal court if the EEOC closes the charge, is unable to determine if federal employment discrimination laws may have been violated, or believes that unlawful discrimination occurred by does not file a lawsuit.
Individuals may obtain relief in mediation, settlement or conciliation. In addition, federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.
An employee alleging discrimination at work can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.
If an individual filed an administrative complaint with the New York State Division of Human Rights, DHR will automatically file the complaint with the EEOC to preserve the right to proceed in federal court.
Local Protections
Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists. For example, employees who work in New York City may file complaints of sexual harassment or discrimination with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 22 Reade Street, 1st Floor, New York, New York; call 311 or (212) 306-7450; or visit www.nyc.gov/html/cchr/html/home/home.shtml.
Contact the Local Police Department
If the harassment involves unwanted physical touching, coerced physical confinement, or coerced sex acts, the conduct may constitute a crime. Those wishing to pursue criminal charges are encouraged to contact their local police department.
Training
First Presbyterian Church will provide training on this policy to all covered individuals at least yearly, ordinarily in September. Covered individuals who are unable to attend this yearly training must show proof of having received training by a New York State employer in order to remain employed by First Presbyterian Church. Certification of completing the yearly training will be given to all covered individuals.
Conclusion
The policy outlined above is aimed at providing employees at First Presbyterian Church and covered individuals an understanding of their right to a discrimination and harassment free workplace. All employees should feel safe at work. Though the focus of this policy is on sexual harassment and gender discrimination, the New York State Human Rights law protects against discrimination in several protected classes including sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or domestic violence survivor status. The prevention policies outlined above should be considered applicable to all protected classes.
Sexual Harassment Complaint Form
New York State Labor Law requires all employers to adopt a sexual harassment prevention policy that includes a complaint form to report alleged incidents of sexual harassment.
If you believe that you have been subjected to sexual harassment or gender discrimination, you are encouraged, but not required, to complete a form digitally below or print this form and submit it to The Rev. Dr. Andrew Philip Long, pastor of First Presbyterian Church (pastor@watertownfirstpres.org or 403 Washington Street, Watertown, NY 13601). No employee will be retaliated against for filing a complaint.
If you are more comfortable reporting verbally or in another manner, your employer should complete this form, provide you with a copy, and follow its sexual harassment prevention policy by investigating the claims as outlined at the end of this form.
For additional resources, visit: ny.gov/programs/combating-sexual-harassment-workplace
Instructions for Employers
If you receive a complaint about alleged sexual harassment, follow your sexual harassment prevention policy.
An investigation involves:
Speaking with the employee
Speaking with the alleged harasser
Interviewing witnesses
Collecting and reviewing any related documents
While the process may vary from case to case, all allegations should be investigated promptly and resolved as quickly as possible. The investigation should be kept confidential to the extent possible.
Sexual harassment occurs on a spectrum and employers are encouraged to view all potential allegations with an open mind. Disciplinary action should meet the severity of the alleged actions.
Employers should document the findings of the investigation and basis for your decision along with any corrective actions taken. Notify the employee and the individual(s) against whom the report was made of the investigation’s outcome and corrective actions taken. This may be done via email.