The First Unitarian Society of Westchester

SAFE and SACRED CONGREGATION POLICY

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Background

Two years ago, the Board of the First Unitarian Society of Westchester appointed a two-person committee (Lisa deMauro and Ron Katz) to research and recommend procedures for the prevention of and response to instances of sexual harassment and sexual or physical abuse within our society.

The impetus for a Safe and Sacred Policy flows from two seemingly disparate sources, one spiritual and one practical: The spiritual basis for this policy is a belief that we cannot have a religious community founded on respect and mutual support if we do not accept our responsibility for guaranteeing a "safe space" for all our people, most especially for our children. The practical concern involves our legal responsibility to protect members of our community, most especially our children, from the harm that comes of physically or sexually inappropriate behavior or from unfounded accusations of such behavior. In fact, there is no conflict between the spiritual and the practical in this pursuit: Our goal for both is to do our utmost to reduce danger and promote the spiritual wellbeing of each individual in an atmosphere of trust.

It would be neither desirable nor possible to create a policy that would anticipate or oversee every kind of conflict, misunderstanding or uncomfortable moment involving members of our community. In most cases, people will continue either to resolve their difficulties privately or to consult the minister or—in the case of a problem involving RE teachers or other volunteers or students—the Director of Religious Education. The minister and the DRE will most often rely on their own judgment and discretion—just as they always have—to handle problems. The Response Team (which will be described in detail below) will be available as a “sounding board” if the minister or the DRE wishes to use it for that purpose. The policy we set forth here will serve more as a guideline for trying to prevent the kind of extreme inappropriate behavior that can be genuinely damaging and for dealing with instances of that type of behavior.

Rather than try to list every conceivable circumstance of abusive or harassing behavior, we have divided areas of concern into separate categories, each with its own prescriptions for prevention and redress.

Ų To reduce the risk of child sexual abuse or other inappropriate treatment of children, the committee recommends that the Safe and Sacred Policy should:

· outline procedures for the screening of employees and volunteers;

· require at least two adults to serve as teachers or as chaperones of activities involving children and youth and at least two sitters to be present whenever childcare is offered at society-affiliated events.

Ų To foster an atmosphere of respect for all individuals and to prevent duress or unfair pressure in relationships between employees of the Society or between an employee and a member of the congregation, the committee recommends that the Safe and Sacred Policy should:

provide guidelines for the appropriate interactions among Society employees and between employees and
members of the Society.

Ų To minimize trauma and the destructive effects of unsubstantiated accusations and rumor, the committee recommends that the Safe and Sacred Policy should:

Set-up and promulgate a procedure for responding to reports of inappropriate behavior in a way that is legally sound, prompt, confidential, compassionate and respectful.

Endorse the idea of a healing ritual or ceremony to be offered to the individuals involved. (The form would depend on the situation and the number of people involved.) Urge that the leadership of the congregation and the Response Team formally address the question of if and under what circumstances the accused might resume his or her position in the community.

The committee members reviewed the policies of other congregations and made revisions based on the input of many members of the congregation before creating this Safe and Sacred Policy for FUSW. The committee members feel that the policy, even after it has been approved and adopted by the Board, should be revisited regularly and amended as necessary to reflect the changing needs of the congregation.

The Policy consists of a philosophy statement, guidelines, procedures, the FUSW Staff Covenant (created by the staff), an abuse policy, a Code of Ethics document to be used for recruiting volunteers and hiring employees, and two appendices: an outline of the investigative process to serve as a guideline for the Response Team and the Westchester County guidelines for recognizing and reporting child abuse.

First Unitarian Society of Westchester Safe and Sacred Policy

I. Philosophy Statement

We, the members of the First Unitarian Society of Westchester, acknowledge the prevalence of abusive and harassing behavior in our world; we recognize that exploitative and disrespectful relationships can exist in any population. Our commitment, as Unitarian Universalists to the inherent worth and dignity of every person and to justice and compassion compels us to try to ensure a safe environment that protects children and adults from harm and promotes their spiritual growth.

II. Affirmation of Responsibility and Commitment

We accept the responsibility to educate ourselves about and protect our children from abuse, harassment, and exploitation of a sexual, physical or emotional nature. We also pledge to do our best to respond with compassion and support to those who come to us at risk or in crisis.

We affirm our commitment to maintaining an environment free of discrimination and harassment based on race, color, ethnicity, religion or belief, national origin, age, physical ability or disability, gender or sexual orientation. We will work to promote mutual respect and consideration.

We will cooperate with the individuals appointed (Response Team) to implement this policy.

IV. Behaviors that are Inconsistent with a Safe Environment

All members of our community have the right to feel free of the threat of exploitation and abuse. Demeaning, threatening or violent behavior is abuse. Any sexualized behavior directed toward a minor is also abuse.

Sexual harassment is unwelcome sexual attention directed toward an adult. Behavior which is merely annoying or distasteful to someone may be dealt with through the give and take of discussion. However, if the object of the behavior feels less powerful than the person who is creating the feelings of discomfort—as in the case of an employee dealing with an employer or simply a shy, embarrassed individual dealing with a more aggressive person—the behavior may be perceived as harassment.

Attached to this document is a copy of the New York State Child Protective Services guidelines for reporting abuse or maltreatment.

V. Preventing Sexual Misconduct and Abuse

Preventing sexual abuse and harassment in our community is a complex goal. In exploring this issue, we believe that preventive education, careful hiring procedures and clear policies regarding youth/adult interactions are concrete steps toward creating a safe environment for all concerned.

A. Education and Training

We see education at all ages and levels of development as critical to the creation of a safe environment. Inasmuch as it is the intention of our Religious Education program to promote self esteem and personal responsibility among both our children and our adult membership, we will attempt to provide the following as part of the educational program:

1. General training and support for our religious educators, youth leaders, and parents in areas of parenting skills, growth and development, sexuality, and related issues.

2. Specific training for teachers and leaders of youth programs prior to their assumption of such positions, including ways to create a safe space for both youth and leaders, as well as the FUSW Code of Ethics for Working with Children and Youth. Information for all members about resources within the community that address the issues of domestic violence and sexual abuse.

3. Age-appropriate information about development and sexuality to our children and youth, which includes sexual abuse prevention, i.e., the “Our Whole Lives” curriculum

B. Procedures for Recruiting Volunteers and Hiring Staff

We acknowledge the difficulty of keeping in balance two seemingly opposing attitudes: the desire to create an atmosphere of welcome and trust on the one hand and the need to be on guard against inappropriate behavior on the other. Since incidents of sexual abuse sometimes take place in the context of an ongoing relationship, it is essential that recruitment and hiring procedures be established that protect the children in our programs, protect staff and volunteers from false accusations and protect the society from liability. We feel a moral and legal responsibility to confront this directly.

The following procedures will be used by committees and individuals responsible for hiring employees and for recruiting volunteers.

1. Employees of the Church

Ų All persons seeking paid employment at FUSW will complete an application for employment that will include signing the FUSW Code of Ethics for Working with Children and Youth.

Ų Applicants will be screened by the appropriate hiring committee members who will contact references, record the contact, and conduct a formal interview with the candidate.

Ų Each employee will be given a copy of the FUSW Safe and Sacred Congregation Policy.

2. Volunteers Working with Children and Youth

Ų All persons volunteering to work with children or youth at FUSW must be given a copy of the FUSW Safe and Sacred Congregation Policy and sign the FUSW Code of Ethics for Working with Children and Youth prior to assuming this responsibility.

Ų Volunteers will be eligible to work with children and youth after they have been attending the society for at least six months.

C. Supervision

Various supervision methods are listed below. All will help leaders and teachers of FUSW avoid situations in which personal boundary issues might become a problem. Some of these methods will help leaders and teachers decrease the risk of misunderstandings and false accusations and some offer ongoing support for handling concerns.

1. Regular consultations with the Director of Religious Education (DRE).

2. Ongoing training.

3. Two adults in each classroom at all times.

4. Two sitters on duty at all times whenever childcare is provided for events on or away from FUSW premises.

5. Parental permission slips whenever necessary. (Required for all youth outings)

6. Regular presence of DRE or other designated monitor circulating among classrooms during periods of religious education.

VI. Responding to Sexual Misconduct and Abuse

As members of a caring community, it is our goal to educate and prepare ourselves so that we can respond rationally, compassionately, and with unity of purpose to any incident of suspected or reported sexual abuse or harassment.

We wish to respond to individuals in crisis in a spirit of support and understanding, remembering that:

Ų "Support" is staying engaged with someone in the search for truth, justice and healing.

Ų The sources of and solutions to a problem may be diverse and may involve us all.

Ų We desire to protect the children in our care, to support survivors and foster an environment within which they can continue to heal.

One of the first steps in creating a healing community is to create an environment of trust within which both victims and offenders feel safe enough to break the silence about what has happened. Given the obstacles that victims and offenders must overcome in order to break their silences, any disclosure should be viewed as a remarkable event. It is essential that disclosures be met with an appropriate and supportive reaction on the part of the receiver and the community. Inappropriate reactions or a lack of reaction can have the impact of repeating the abuse for victims and may inhibit the victim or offenders from seeking help in the future.

With this concern in mind, we will establish a Sexual Misconduct and Abuse Response Team. This team of clergy and lay members will be appointed at the beginning of each fiscal year for the term of one year, with the names and phone numbers of team members available to all members and friends of FUSW. They will be expected to become familiar with procedures involving issues of abuse and harassment including, but not limited to:

1. What needs to be reported (types of incidents).

2. How reports are to be filed and with whom.

3. When to file reports (timeframes).

4. Difficulties that may be encountered when reporting.

5. Who, according to NY state law, are the “mandated reporters”?

A. The Sexual Misconduct and Abuse Response Team

The Response Team will be composed of the Minister and two members of the church (one male and one female) appointed annually by the Board of Trustees. If a member of the team is named in the complaint or is a close friend or relative of the accused or feels that there is another basis for a conflict of interest or if anyone involved feels there is a basis for a conflict, a team member will be excused from participation and replaced by a suitable alternate. If the conflict involves the minister, the president of the board will take his/her place, or if that is not deemed appropriate, the vice president will serve on the team. Members of the team will be well-versed in the Policy and will become knowledgeable about available resources for adults and children and specific mandated reporting procedures for children. Guided by the Philosophy Statement and Affirmation and Commitment, their function, individually and collectively, will be to offer confidential support, advice, and counsel, with concern for the safety of all parties involved.

VII. First Unitarian Society of Westchester Staff Covenant

Ų Affirming that shared ministry is a recognition and honoring of the talents, gifts, strengths and weaknesses of each person within a community of mutual nurturance and care;

Ų Affirming our shared ministry together within the context of the broader shared ministry of the congregation;

Ų And recognizing our responsibilities to the congregation, to the congregants and to each other, we covenant together to:

Ų Act according to the principles which guide Unitarian Universalism;

Ų Respect the confidentiality of each other and of congregants;

Ų Share with each other, on a need to know basis, if we discover information about a person’s intent to harm self, to harm another, or to harm the spiritual health of the community;

Ų Report to appropriate authorities such information as may be required by law or regulation;

Ų Respect ourselves and the congregation by not engaging in sexual relations or sexualized behavior with a member of the congregation or a member of the staff with whom we are not in a committed life partnership;

Ų Honor each other’s professional role and gifts;

Ų Celebrate our unique contributions to the life of this community;

Ų Grant to each other mutual respect and support;

Ų Work together to maintain an environment which enhances the spiritual search and growth of the congregation as a whole and of each individual within it.

First Unitarian Society of Westchester Abuse Policy

INTRODUCTION

We, the members of the First Unitarian Society of Westchester, have a responsibility for the protection of our children and adults from possible violence or sexual abuse imposed on them by others. We are in the unique position to listen to and assist those who may have experienced sexual abuse in their past.

By overcoming the secrecy involved in this subject and by providing a forum for possible problems and. concerns we will create an opportunity for victims and survivors to gain the power necessary to pursue their search for help and to support perpetrators in their treatment.

PURPOSE

First Unitarian Society of Westchester will strive to ensure the existence of a caring religious community which will be free of sexual abuse for all children and adults.

First Unitarian Society of Westchester will be a place of safety and support for victims or survivors of sexual abuse.

First Unitarian Society of Westchester will facilitate discourse and provide resources for anyone concerned about sexual abuse.

PROCEDURE

A "Response Team" made up of the minister and two members of the congregation (including one board member) will be available to all who have concerns about sexual abuse. Problems or concerns may be brought up to any member or members of the team. This team will be knowledgeable about available resources and reporting procedures for children. These individuals will proceed at all times in a sensitive a confidential manner. This team will focus on the following:

Abuse of Children

Abuse may be self-reported by the victim or may be suspected based on observation of a child's behavior or of physical evidence. Child-care workers, adult leaders and other adults in our community are advised to bring their concerns directly to the minister or to the other members of the team. If necessary, the team will notify the appropriate agencies. (The minister is a mandated reporter; i.e. he is required by law to notify the authorities in cases of suspected child abuse. In cases in which the minister asks or is asked not to take part in the investigative process, the other team members will take appropriate action to notify authorities.)

Ethics of Adult Leaders

Anyone who has concerns about inappropriate sexual conduct by child-care workers, teachers or other adults in this community will also be able to receive direction from this team. Individuals with concerns about the conduct of ministers will be assisted in the procedure of bringing this to the attention of the Unitarian Universalist Ministers Association and/or the Unitarian Universalist Association.

Support Resources

This team may be used as a resource for children or adult survivors of sexual abuse, victims of violence, and perpetrators in treatment as they look to their religious community for nourishment and support.

CODE OF ETHICS

for Persons Working with Children and Youth in UUA Sponsored Programs

The Role of Adult Leaders

Adults working with children and youth in the context of our Unitarian Universalist faith have a crucial and privileged role--one that may carry with it a great deal of power and influence. Whether acting as youth advisor, chaperone, child-care worker, teacher, minister, participant at a youth-adult conference or in any other role, the adult has a special opportunity: to interact with young people in ways that are affirming and inspiring to the young people and to the adult. Adults can be mentors to, role models for, and trusted friends of children and youth. To help our children grow up to be caring and responsible adults can be a meaningful and joyful experience for the adult and a lasting gift to the young person.

While it is important that adults be capable of maintaining meaningful friendships with the young people they work with, adults must exercise good judgment and mature wisdom in using their influence with children and youth and refrain from using young people to fulfill their own needs. Young people are in a vulnerable position when dealing with adults and may find it difficult to speak out about the inappropriate behavior of adults.

Adult leaders need to possess a special dedication to working with young people in ways that affirm the UUA Principles. Good communication skills, self-awareness and understanding of others, sensitivity, problem-solving and decision-making skills, and a positive attitude are all important attributes. In addition, it is desirable for adult leaders to be persons who: 1) have a social network outside of their religious education responsibility in which to meet their own needs for friendship, affirmation and self-esteem; and 2) are willing and able to seek assistance from colleagues and religious professionals when they become aware of a situation requiring expert help or intervention.

It is ultimately the responsibility of the entire religious community, not just those in leadership positions, to create and maintain a climate that supports the growth and welfare of children and youth.

With the aforementioned in mind, the following statement is submitted as a "Code of Ethics" for adults working with children and youth.

Code of Ethics

Adults and older youth who are in leadership roles are in a position of stewardship and play a key role in fostering the spiritual development of both individuals and the community. It is, therefore, especially important that those in leadership positions be well-qualified to provide the special nurturing, care, and support that will enable children and youth to develop a positive sense of self and a spirit of independence and responsibility. The relationship between young people and their leaders must be one of mutual respect if the positive potential of their relationship is to be realized.

Self-worth and the development of a healthy identity as a sexual being are two crucial components of development. Adults play a key role in assisting children and youth in these areas of growth. Wisdom dictates that children, youth and adults suffer damaging effects when leaders become sexually involved with young persons in their care; therefore, leaders must refrain from engaging in sexual, seductive or erotic behavior with children and youth. Neither shall they sexually harass or engage in behavior with children or youth which constitutes verbal, emotional, or physical abuse.

Leaders shall be informed of the code of ethics and agree to it before assuming their role. In cases of violation of this code, appropriate action will be taken.

I have read and understand this code,

Signed __________________________Date______________

Print Name ___________________________

Appendix I to FUSW Safe and Sacred Policy

Investigative Process

This is a general outline of how the Response Team should proceed if it is called on to investigate an incident. Before this process is set in motion, the incident will have to be adjudged to be both too serious (or too complex) to be handled informally by the minister or the DRE and not of a nature to require mandatory reporting to the county authorities. The determination of how to handle the incident will be made by the DRE and/or the minister or (in cases involving the minister) by the president of the board. In the following list, where the minister is mentioned, it should be understood that the president will take his/her place if the circumstances require it.

Process	Issues to be addressed
1. An allegation of abuse, harassment or inappropriate behavior may be brought to the attention of anyone with whom the complainant feels most comfortable. This could be the minister, the president of the Society, a member of the board, the DRE, a member of the Response Team,* or any other member of the Society. The comfort of the individual making the complaint--and not a written policy--must determine to whom the complaint is first reported.	If an allegation is brought to someone other than the minister or, where applicable, the DRE, the person who first hears the allegation (even if it’s a member of the Response Team) should bring the problem to the minister.
2. Whoever receives the complaint must alert the Response Team, ideally within 24 hours of hearing the complaint.	The time frame can be adjusted, however timeliness of response is often critical to the perception of how the Society is dealing with the issue.
3. The Response Team will meet with the complainant as soon as possible. The Response Team will take notes at this meeting. The goal of this meeting is to get an account of the concern or complaint according to the complainant. The team will try to ascertain as much specific information as possible including dates, places, actions and, if possible, witnesses or others who heard of the complaint at the time that the alleged action took place.	The complainant must be assured that his/her concerns will be held in the highest confidence. The only reason to get the names of others is to verify the account. Only those people whose names are provided by the complainant or the accused will be involved in the investigation.

4. The Response Team will inform the president of the incident. The president will decide when and how much information to share with the rest of the board. At this time, the Team, working with the minister and the DRE, if appropriate, should make a recommendation about what would be an acceptable role for the accused during the investigation. (e.g. a teacher might be removed from the classroom for the week or two required to reach a determination of the facts; in the case of the minister as the accused person, common sense dictates that he/she can continue to preach and meet with groups, but should avoid unsupervised meetings.)	The board may not ever need to know more than that an investigation is taking (or has taken) place. It is desirable for the accused to be removed from any role that would make the accuser feel unsafe or uncomfortable until a determination can be made about the facts of the incident. The outcome of the investigation would determine if the person could return to his/her former role.
5. The Response Team will speak with the accused person to get his/her side of the story. The Response Team will take notes at this meeting. The Team will be trying to gather as much specific information as possible, including the names of possible witnesses.	The accused must be assured that his/her explanation will be held in confidence. The reason to get the names of others is to verify the account given by the accused. Only those people whose names are provided by the complainant or the accused will be involved in the investigation.
6. Next, the Team will meet with those people identified by the complainant or the accused who can support their accounts. All inquiries will be made discreetly and held in confidence. All those interviewed must be assured that we as a congregation still subscribe to the belief of “innocent until proven guilty.” Those interviewed will be strongly urged to support the need for confidentiality. Ideally all interviews will be conducted within two weeks of the initial complaint. The order in which people are interviewed should be based on expediency for the investigation.	Rumors may start to circulate. They can get in the way of uncovering the facts and do a lot of damage. Specific time frame depends on the situation, but the quicker the resolution, the less the damage to all concerned.
7. The Response Team will meet to come to a determination of fact. They must not at this time be concerned with outcomes or consequences. This will only cloud their ability to determine the veracity of what they have heard. They will discuss their findings with the minister and, where appropriate, the DRE.	Recognize that facts are elusive, often confusing, and subject to interpretation and perception.

8. Upon reaching a conclusion, the Response Team will meet separately with the complainant and then the accused to discuss their determination.

Should the people concerned be involved in determining what is an appropriate action for the society to take at this point? We are not looking to banish anyone, and one of the best ways of reassuring people that this is not a “witch-hunt” is to involve them in the resolution.

9. The Response Team needs to document and seal its findings and the outcome. The president should be informed of the results. There is no report back to those witnesses interviewed. They should be informed that the investigation has been concluded so they are aware that their involvement is over, and they will not be called to discuss this situation again. They should again be thanked for their support of the process.

No one but the Response Team, the minister and, where appropriate, the DRE needs to know specific details.

The sealed file will be kept in the minister’s office.

10. Any process of conclusion or healing needs to be addressed at this time. The Response Team may or may not be involved, as this may be something for the minister and those involved.

What provisions can be made for welcoming an individual back into the community will have to be decided on a case-by-case basis.

Appendix II to FUSW Safe and Sacred Policy

County Child Protective Services Guidelines

Westchester County Child Protective Services is responsible for investigating allegations of the abuse or maltreatment of children that are directly caused by the actions of the child’s parent or caretaker or are allowed to happen to the child by the parent or caretaker.

In New York State all reports of abuse or maltreatment are received by the State Central Register which is located in Albany via a special telephone hotline which can be accessed 24 hours a day, 7 days a week. The phone number to make a report is 1-800-342-3720. Calls are accepted both from the general public who are able to remain anonymous and from certain professionals who by law are designated as mandated reporters. Reports of abuse or maltreatment may be made for children from birth up to their 18th birthday. Each County has its own Child Protective Services Department. In order for Westchester County to begin an investigation of child abuse or neglect, a report must be made to and accepted by the New York State Central Registry.

The investigation of a report is a fact-finding process which includes interviewing, observing, and information gathering. It’s purpose is to protect the child, determine the validity of the allegations, evaluate any condition of abuse or maltreatment that was not reported, and determine the services necessary to ensure the protection of the child and reduce the degree of future risk to the child. The investigation includes an evaluation of all children in the home, whether or not they are actually named in the report. The final step in an investigation is the determination of whether the report is "indicated" or "unfounded". If some credible evidence of abuse or maltreatment exists, the report is indicated and the family is offered appropriate services. If no credible evidence of abuse or maltreatment is found, the report is unfounded and sealed. The final decision must be made within 60 days.

Allegations fall into the following four categories. The list illustrates examples but is not all inclusive:

· Physical abuse takes place when a child is hit, punched slapped, whipped , beaten or burned and injuries such as abrasions, bruises, lacerations, bleeding, burns, or fractures occur. The physical injury is not accidental and it causes or creates a substantial risk of death , or serious or protracted disfigurement or protracted impairment of physical or emotional; health or protracted loss or impairment of the function of any bodily organ.

· Neglect takes place when a parent who is financially able, or offered financial means or other means to meet a child’s health and safety needs, does not provide basic care such as food, clothing, shelter, education, medical care, medication, or adequate supervision.

· Sexual abuse takes place when a child is touched by a parent or caretaker for the purpose of gratifying sexual desire; when the child is encouraged or forced to touch the parent or caretaker for the purpose of gratifying sexual desire; when a child is engaged or attempted to be engaged in sexual intercourse or deviate sexual intercourse; forced or encouraged to engage in sexual activity with other children or adults; exposed to sexual activity or exhibitionism for the purpose of sexual stimulation or gratification of another; permitted to engage in sexual activity which is not developmentally appropriate and results in the emotional impairment of the child; or used in a sexual performance such as a photograph or video tape.

· Emotional abuse takes place when a parent or caretaker’s pattern of behavior has a harmful effect on the child’s emotional health or well being. The effect can be observed in the child’s abnormal performance or behavior and there is substantial impairment to the child’s ability to function normally due to the parent or caretaker’s conduct. For example a child who is repeatedly isolated, frightened, embarrassed, belittled, or threatened manifests symptoms of impact such as aggressive or self-destructive behavior, inability to think and reason, inability to speak and use language appropriately, extreme passive behavior, extreme social withdrawal, psychosomatic symptoms, or severe anxiety. A mental health professional should assess the child to determine that the child’s impairment is causally linked to the acts or omissions of the parent or caretaker.

Westchester County has the ability to receive and begin investigating reports of abuse or maltreatment 24 hours per day, 7 days per week. The New York State Central Register transmits all reports to the Westchester Child Protective Services Program Office located at 112 East Post Road, White Plains, N. Y. 10601 daily between the hours of 9:00 a.m. to 4:00 p.m. For information please call 914-285-5333. Reports telephoned between 4:00 p.m. and 9:00 a.m., and on weekends and holidays are received by Emergency Services. Emergency Services can be reached through a hotline at 914-285-2099.

* The Response Team will generally comprise three people: the minister plus two members of the congregation, one male and one female. If possible, one of the two lay members should be a member of the board. The policy sets a procedure for assembling a team when circumstances render this arrangement inappropriate.

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This page was last updated on November 10, 2001