Policy on Sexual Ethics
Adopted October 1, 2007

Purpose:
Mutual respect, consideration, and courtesy are essentials of the Christian community. They are regarded as traditions at First Filipino American United Methodist Church (FFAUMC), and all participants of FFAUMC activities are expected to uphold these traits. FFAUMC intends to maintain an environment for members, guests, employees and volunteers that are free from sexual harassment, sexual misconduct, sexual abuse, and to stop unwelcome sexual misconduct at the earliest opportunity.

The First Filipino American United Methodist Church affirms the 2004 Book of Resolutions, “Sexual Abuse within Ministerial Relationships’ (p. 150, Resolution, No. 36) and “Eradication of Sexual Harassment in the United Methodist Church and Society” (p. 155, resolution, No. 37), which states that sexual abuse within the ministerial relationship and sexual harassment within the church are incompatible with biblical teachings of hospitality, justice and healing. In accordance with the 2004 Book of Discipline, Par 161 F, all human beings, both male and female, are created in the image of God, and thus have been made equal in Christ. As the promise of Galatians 3:26-29 states, all are one in Christ, we support equity among all persons without regard to ethnicity, situation, or gender.

This policy communicates FFAUMC’s position on sexual ethics, and its expectations for appropriate behavior. This policy establishes that the pastor, employees, leaders, members, volunteers, and guests of FFAUMC are subject to this policy. Guidelines for reporting, investigating, and preventing offenses are outlined in the following procedures.

Policy:
First Filipino American United Methodist Church adheres to Federal and State laws prohibiting sexual harassment, sexual abuse and sexual misconduct. Compliance to this policy is a condition of an individual’s employment, or involvement with church activities.

Sexual harassment is an “unwanted sexual comment, advance or demand, either verbal or physical that is reasonably perceived by the recipient as demeaning, intimidating, or coercive.” “Sexual harassment includes, but not limited to, the creation of a hostile or abusive working environment resulting from discrimination on the basis of gender” (2004 Book of Discipline, Par 1611). It also includes intimidating or coercive behavior that threatens or results in tangible employment action.

Sexual abuse within the ministerial relationship occurs when a person in a ministerial role of leadership (pastor, educator, counselor, youth leader or other position of leadership
engages in sexual contact or sexualized behavior with a congregant, client, employee, staff member, co-worker or volunteer. Sexual abuse within the ministerial relationship involves betrayal of sacred trust, a violation of ministerial role and exploitation of those who are vulnerable. Similarly, sexual and gender harassment are usually understood as exploitation of power relationships rather than as exclusively sexual or gender issue.

Procedure:

A. Reporting:

• Persons who believe they have been harassed, have witnessed harassment, or have received reports of alleged incidents of sexual harassment, sexual misconduct, and sexual abuse should report these matters promptly to the following:
  
  The Chairperson or a member of the Pastor/Staff Parish Relations Committee, or
  
  The Pastor of First Filipino American United Methodist Church.
  
  In the absence of all of the above individuals, or if all the above individuals are
  unable to perform their roles in this matter due to involvement in the situation,
  or any other reason, complaints or allegations should be reported to the Chairperson
  of the FFAUMC Administrative/Church Council, who will then form a sub-
  committee to assume the investigatory role of the P/SPRC.
   
• The Pastor/Staff Parish Relations Committee must be notified of all allegations of sexual harassment/misconduct/abuse in order to conduct a preliminary review of available information, and determine if the incident warrants a formal investigation or can be resolved informally by conversation between the parties involved or through facilitated mediation.
• Any allegation of sexual harassment/misconduct/abuse of the Pastor appointed to First Filipino American UMC will be promptly reported by the Pastor/Staff Parish Relations Committee in a statement of complaint to the Southwest District Superintendent or the Bishop of the Texas Annual Conference of the United Methodist Church. A complaint must be made in writing and signed by the person making the statement of complaint to meet the requirements of The Book of Discipline. Once such report is made, the P/SPRC will have no further investigatory or disciplinary role since authority in cases involving appointed clergy is vested in the officials of the Texas Annual Conference. However, the P/SPRC will continue to be concerned and involved with the Conference’s actions that affect the life of the First Filipino American United Methodist Church community of faith.
• Children/Minors- see the Safe Sanctuary Policy and Procedures

B. Investigation:

• Investigations involving non-clergy employees, members, guests or volunteers will be conducted by the Pastor/Staff Parish Relations Committee. In addition to following the general guidelines stated in this policy, the P/SPRC will develop specific procedures appropriate for each case.
• Investigation will include interviews with all relevant individuals, including the accuser, the accused, and all known witnesses, as well as a review of all relevant information necessary to complete the investigation. Every effort will be made to document all information and investigation proceedings.
• It is the goal of the P/SPRC to investigate and resolve allegations of sexual harassment promptly. Efforts will be made to develop recommendations of actions within thirty (30) days or less, unless specific circumstances require additional time to come to a resolution. The length of investigation may vary depending on the scope of the alleged behavior and upon other circumstances.
• While the First Filipino United Methodist Church cannot guaranty absolute confidentiality, it will make every reasonable effort to maintain confidentiality by disclosing information about the complaint only on a “need to know” basis and as necessary to promote God’s call for justice, reconciliation and healing.
• The Pastor/Staff Parish Relations Committee will be sensitive to the needs of the accused and the accuser and their families, and shall assist in providing appropriate support and counseling during the investigation.
• The Pastor/Staff Parish Relations Committee will retain legal counsel, if necessary during the investigation and resolution of the allegations. Where appropriate, individuals against whom complaints have been raised may be suspended from their duties with or without pay while an investigation is conducted.

C. Action:

• Upon reaching a conclusion as to the appropriate course of action, the P/SPRC will meet with the accused, and other appropriate individuals to communicate the results of the investigation, and the proposed resolution.
• The P/SPRC may recommend any reasonable course of action including, but not limited to counseling, education, or termination of an employee or volunteer, or requesting a member to withdraw his/her membership at FFAUMC.
• Where validity of the complaint cannot be determined, action will be taken to assure that all involved parties are familiar with the contents of this policy.
• If the investigation reasonably establishes that the allegations did not occur, the P/SPRC will immediately inform the complainant that false accusations will not be tolerated under this policy, and will be disciplined as necessary. Appropriate action will be recommended to assure the wrongly accused individual that false accusations will not affect his/her employment or involvement at FFAUMC.
• If the Pastor/Staff Parish Relations Committee is unable to resolve the situation, the Administrative/Church Council will be called upon to assist with the investigation. If the issue remains unresolved, a “formal investigation” and the full judicial process may be used as a last resort. All formal investigations will follow the guidelines from the 2004 Book of Discipline.

D. Non-retaliation:

• The First Filipino American United Methodist Church will not retaliate against any individual who, in good faith, brings forward a complaint of sexual harassment, sexual abuse or sexual misconduct.
• Anyone found to have participated in retaliatory actions will be confronted by the Pastor/Staff Parish Relations Committee and appropriate actions will be taken, which may include termination as a volunteer or employee of FFAUMC.

E. Prevention:

• First Filipino American United Methodist Church is committed to creating and maintaining an environment free of sexual harassment, sexual abuse, and sexual misconduct for all members, employees, guests, and volunteers. The following procedures shall be implemented within a 12 month period from the adoption of this policy:
  • Prior to employment, a Criminal Background Check will be required of the applicant for a paid position at FFAUMC, with his/her consent.
  • Sexual Boundary Training shall be provided to all church staff, leaders, and volunteers involved in activities with children, youth and vulnerable adults by the P/SPRC, the Pastor of FFAUMC and/or the Education Committee within the year of this policy’s implementation and every year thereafter, or on a need basis. All new employees or volunteers will receive training within three (3) months of the time of initial employment/involvement. This will include a review of the policies and procedures. A record of course completion
    will be kept on file by the P/SPRC.

General Provisions

Amendments:
1. The Pastor/Staff Parish Relations Committee and the Administrative/Church Council will review this policy annually and revise as necessary.
2. Suggestions for amendments to this policy may be submitted to the Administrative/Church Council, which has the power to adopt such revisions as needed.

Implementation:
1. This policy shall be adopted October 1, 2007 for all church-related activities. Initial training is to be completed by September 30, 2008.
2. The FFAUMC Sexual Ethics Policy and Procedures shall be distributed to all employees, officers of the administrative/church council, and volunteers upon implementation.
3. Copies of the First Filipino American United Methodist Church Policy on Sexual Ethics shall be available through the church office and its availability publicized at least annually though the church newsletter, and the FFAUMC website - www.FFAUMC.com.
4. A copy of this policy will be kept on file at the office of the Southwest District Office of the Texas Annual Conference of the United Methodist Church.

Definitions:
For this policy, the following definitions will apply:

• Sexual misconduct by either a lay person or clergy person within the ministerial relationship can be defined as a betrayal of sacred trust, a violation of ministerial role, and the exploitation of those who are vulnerable in that relationship.
• Sexual abuse within the ministerial relationship occurs when a person within the ministerial role of leadership (lay or clergy, pastor, educator, counselor, youth leader, or other position of leadership) engages in sexual conduct or sexualized behavior with a congregant, client, employee, staff member, coworker, or volunteer.
• Sexual harassment is a continuum of behaviors [based on sex] that intimidate, demean, humiliate, or coerce. These behaviors range from subtle forms that can accumulate into a hostile working, learning, or worshipping environment to the most severe forms of stalking, assault or rape.
• Accused - the person against whom a claim of sexual misconduct is made. Also called “respondent.”
• Accuser - the person claiming knowledge of sexual misconduct; the accuser may or may not be the victim of the alleged sexual misconduct.
• Alleged - declared, but without proof.
• Complaint - “a written and signed and signed statement claiming misconduct or unsatisfactory performance of ministerial duties.” (Book of Discipline, Par 363. 1a)
• Boundaries - a dedicated space, a place or relationship or agreement devoted to protecting what is vulnerable. Boundaries in relationship are a gift from God and work to keep us faithful to the purpose of relationship. The lay person can reasonably expect that whatever the pastor does in the course of their relationship is done, somehow, in some way to serve the layperson with the Gospel.
• Annual Conference, the regional, the regional, organizational body of the United Methodist Church and yearly business meeting. There are sixty-three conferences in the United States.
• The Book of Discipline of The United Methodist Church, 2004 - the fundamental book outlining the law, doctrine, administration, organizational work and procedures of The United Methodist Church. Every four years, the General Conference amends the Book of Discipline. Often referred to as the Discipline.
• The Book of Resolution of the United Methodist Church, 2004 - the book containing all valid resolutions, adopted by the General Conference, reflecting the United Methodist Church’s official stance of current social issues.

The above definitions, unless specified otherwise, are obtained from the “Definitions of Terms Used in the United Methodist Church”, at umsexualethics.org a website of the General Commission on the Status and Role of Women.