Policy

Quick Links

Section 1: Safe Church Policy

Policy Statement
Definition – Sexual Harassment or Misconduct
Definition – Physical or Verbal Abuse
Retaliation
Supervisory Responsibilities
Complaint Procedures and Investigative Authority
Informal Complaint Process
Formal Complaint Process
Legal Protections and External Remedies
Child Abuse
Sanctions and Disciplinary Measures
Implementation of this Policy

Section 2: Sex Offender Policies

Sex Offender Policy
Definition of Terms
Policies
Attendance Agreement for Convicted Sexual Offenders
Download Attendance Agreement for Convicted Sexual Offenders

Safe Church Policy For Prevention of Harassment, Abuse and Exploitation

The Policy Statement

Connection Church/Christian Fellowship (hereinafter “Connection”) is committed to providing a safe environment for all its administrators, staff, members and volunteers free from harassment, physical or verbal abuse of any kind, including sexual harassment, and exploitation. Connection opposes any form of sexual misconduct by clergy, church leadership, members, staff and volunteers. This Policy applies equally to clergy, church leadership, members, staff, and volunteers. All individuals affiliated with Connection in any capacity are required to conduct themselves in a manner that discourages any form of sexual harassment, physical abuse or verbal abuse in any aspect of Connection’s operations.

This Policy is one component of Connection’s commitment to a safe church environment for worship, fellowship and programs. This policy prohibits any form of abuse, exploitation or harassment. Connection will operate a zero-tolerance policy for any form of sexual harassment, other harassment, physical or verbal abuse, or exploitation. Connection will treat all reported incidents seriously and will promptly investigate all such allegations.

Any person found to have engaged in prohibited conduct will face disciplinary action, up to and including dismissal from affiliation with Connection. All complaints shall be treated with respect and in confidence. No complainant will be victimized or face retaliation for reporting any potential violations of this policy in good faith.

Definition - Sexual Harassment or Misconduct

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s participation in church-related activities, as well as situations which create an environment that is hostile, intimidating or humiliating for the recipient.

Sexual misconduct involves the misuse of authority, power, or influence in a trust relationship to gain advantage over another in an abusive, exploitative, and unjust manner for any purpose, including for personal pleasure. Sexual misconduct takes advantage of the vulnerability of persons who lack power to act on behalf of their own welfare, including children.

Sexual harassment and misconduct can involve one or more incidents and actions, and may be physical, verbal or non-verbal in nature. Examples include, but are not limited to:

Physical Conduct

Unwelcome physical contact including patting, pinching, stroking, kissing, hugging,
fondling, or other inappropriate touching.
Physical violence, including sexual assault.
The use of threats or rewards to solicit sexual favors.

Verbal Conduct

Remarks on an individual’s appearance, age, private life, etc.
Sexual comments, stories and/or jokes.
Sexual advances.
Repeated and/or unwanted invitations for dates, social interaction or physical intimacy.
Insults based on the sex of the individual.
Condescending or paternalistic/maternalistic remarks.
Sending sexually explicit messages verbally, in writing, or by electronic means.

Non-verbal Conduct

Display of sexually explicit or suggestive material.
Sexually suggestive gestures.
Whistling.
Leering, glaring, or staring.

Notes: Anyone can be a victim of sexual harassment or misconduct, regardless of his or her sex or the sex of the offender. Connection recognizes that sexual harassment may also occur between people of the same sex. The primary factor is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

Connection recognizes that sexual harassment and misconduct often, but not always, results as a result of an imbalance of power within unequal relationships in the church hierarchy. Anyone, including leadership, administrators, employees, members or volunteers of Connection who sexually harasses another or commits sexual misconduct will be reprimanded in accordance with this internal policy.

All sexual harassment or misconduct is prohibited whether it takes place on the premises of Connection or away from the church, including, for example, during social events, community events, trips, worship services away from the church premises, training sessions or conferences. Calls, texts, emails, and social media usage can constitute unlawful harassment, even if they occur away from the Connection premises, on personal devices or during non-work hours.

Nothing in this Policy should be read to prohibit an individual who is not the alleged offender or victim from reporting sexual harassment, sexual misconduct, verbal, or physical abuse if such violations are observed or made known to that individual.

Definition - Physical or Verbal Abuse

For the purposes of this Policy, physical or verbal abuse refers to any behavior, action, statement or demeanor that a reasonable person would perceive as a threat, whether expressed or implied, to harm or in any way endanger the safety of another individual or his/her family; it would be perceived as menacing or as having the potential for physical harm to another individual; and it includes the carrying, displaying or making reference to weapons, destroying property, or throwing objects in a manner reasonably perceived to be threatening to another.

Examples of prohibited conduct include:

Verbal: threats or Intimidation including unwelcome name-calling, obscene language or other abusive language, to include directing such language to another in writing; bullying.

Physical: physically touching, threatening to touch, or intimidating a person in a malicious manner; throwing objects regardless of whether a person is the target of a thrown object; destroying property; stalking; unwanted horseplay.

Retaliation

Unlawful retaliation can be any action that could discourage someone from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the church to constitute unlawful retaliation (e.g., threats of physical violence outside of church or work hours). Such retaliation is unlawful under federal, state, and (where applicable) local law. Federal Law protects any individual who has engaged in “protected activity.” Protected activity occurs when a person has:

Made a complaint of sexual harassment, either internally or with any anti-discrimination agency.
Testified or assisted in a proceeding involving sexual harassment.
Opposed sexual harassment by making a verbal or informal complaint, or by simply informing a supervisor,
manager or church leader of harassment.
Reported that another employee or volunteer has been sexually harassed.
Encouraged a fellow employee or volunteer 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, this retaliation provision is not intended to protect persons making intentionally false charges of harassment.

Supervisory Responsibilities

All supervisors and church leaders who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing behavior or for any reason suspect that sexual harassment is occurring, are mandated to report such suspected sexual harassment to the Leadership Team or the Compliance Team, as outlined below. In addition to being subject to discipline if they engaged in sexually harassing conduct themselves, supervisors and church leaders will be subject to discipline for failing to report suspected sexual harassment or otherwise knowingly allowing sexual harassment to continue. Supervisors and church leaders shall also be subject to discipline for engaging in any retaliation.

Complaint Procedures and Investigative Authority

Reports of allegations of sexual harassment or misconduct should never be taken lightly or disregarded. Preventing sexual harassment is everyone’s responsibility. Connection cannot prevent or remedy sexual harassment unless it has knowledge of such improper actions. Reports of allegations shall be handled confidentially, both before and after they have been submitted to appropriate person(s), as outlined below.

The Leadership Team shall authorize and appoint a Compliance Team that will be vested with authority to receive, investigate, make findings and report on complaints arising under this Policy. The Compliance Team will consist of 5 members – 3 females and 2 males. The Leadership Team shall authorize funds to educate and train the Compliance Team members to fulfill their function.

The Leadership Team will review the composition of the Compliance Team at least annually to ensure competence and effectiveness.

Anyone who is subject to sexual harassment or misconduct, exploitation, physical or verbal abuse should, if possible, inform the alleged offender that the conduct is unwanted and unwelcome. BGC recognizes that sexual harassment or misconduct, exploitation, physical or verbal abuse may occur in the context of an imbalance of power as a result of a superior and a subordinate relationship, and that it may not be possible for the victim to inform the alleged offender.

If a victim cannot directly approach an alleged offender, he or she may approach any member of the Compliance Team to register a complaint. In the alternative a victim may also approach any member within the church leadership, who will then promptly relay the complaint to the Compliance Team.

When the Compliance Team receives a complaint under this Policy, whether one of sexual harassment or misconduct, exploitation, physical or verbal abuse, the Compliance Team will:

Immediately disclose any conflict of interest presented by the particular matter to the Leadership Team, who will promptly replace the conflicted member(s) in the particular inquiry. The conflicted members shall remain on the Compliance Team for all other matters.
Immediately record the date(s), time(s) and facts of the incident(s).
Ascertain the views of the complainant as to what outcome he/she wants.
Ensure that the complainant understands Connection’s procedures for dealing with the complaint.
Discuss and agree on the next steps: either informal or formal complaint, on the understanding
that choosing to resolve the matter informally does not preclude the complainant from pursuing
a formal complaint if he/she is not satisfied with the outcome.
Keep a confidential record of all discussions.
Respect the choice of the complainant.
Bear in mind that the accused is entitled to due process.

The Compliance Team, in its discretion, may seek legal counsel whenever such is deemed prudent to fulfill its duties.

Throughout the complaint procedure, a victim/survivor is entitled to assistance from a counselor within the Connection community. The Compliance Team, as part of its duties, will identify and engage a sufficient number of counselors with special training to enable them to assist victims/survivors of sexual harassment or misconduct, exploitation, physical or verbal abuse. Connection recognizes that because sexual harassment or misconduct, exploitation, physical and verbal abuse often occurs in unequal relationships, victims often feel that they cannot come forward. Connection understands the need to support victims in making complaints.

Informal Complaint Process

If the complainant chooses to address the matter informally, the Compliance Team shall:

Give an opportunity to the alleged offender to respond to the complaint.
Ensure that the alleged offender understands the complaint process.
Facilitate discussion between both parties to achieve an informal resolution which is acceptable
to the complainant, unless the supervisory relationship or severity of the allegations indicate
that this would be unsafe or unreasonable.
Ensure that a confidential record is kept of what happens.
Remind all parties that retaliation is prohibited.
Follow up after the outcome of the complaint process to ensure that the behavior has stopped.
Ensure that the above is done speedily once the complaint is made.
Bear in mind that the accused is entitled to due process.

Formal Complaint Process

If the complainant wants to make a formal complaint or if the informal complaint process has not led to a satisfactory outcome for the complainant, the formal complaint process should be utilized to resolve the matter.

When a formal complaint is made, the Compliance Team shall institute a formal investigation. The Compliance Team, in its discretion, may deal with the matter internally, or refer the matter to an internal or external investigator.

In carrying out the investigation, the Compliance Team or the investigator at its direction shall:

Interview the complainant and the alleged offender separately
Interview other relevant third parties separately.
Decide whether the complaint is credible.
Produce a report detailing the steps in the investigation, findings and any recommendations.
Obtain and preserve any tangible evidence bearing on the investigation, such as emails, text messages, voicemail messages, photos, etc.
If the complaint is found to be credible and that the harassment, misconduct, exploitation or physical/verbal abuse took place, decide what the appropriate remedy for the complainant is in the particular circumstance, in consultation with the complainant (e.g. – an apology, a change to working arrangements, training for the offender, discipline, suspension, dismissal, etc.).
Follow up to ensure that the recommendations are implemented, that the behavior has stopped and that the victim is satisfied with the outcome.
If it cannot determine that the harassment, misconduct, exploitation, physical or verbal abuse took place, he/she may still make recommendations to ensure proper operations of the church.
Keep a record of all actions taken.
Ensure that all records concerning the matter are kept confidential.
Ensure that the process is pursued thoroughly, but as quickly as possible.
Remind all parties that retaliation is prohibited.
Report violations of this Policy to the appropriate law enforcement authorities, where warranted.
Bear in mind that the accused is entitled to due process.

Legal Protections and External Remedies

Sexual harassment is not only prohibited by Connection, but it is also prohibited by federal law. Aside from the internal process at Connection, employees may also choose to pursue legal remedies with the appropriate governmental entities. The United States Equal Employment Opportunity Commission (EEOC) enforces federal antidiscrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. §2000e et seq.). An individual can file a complaint with the EEOC anytime within 180 days from the harassment. There is no cost to file a complaint with the EEOC.

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.

Child Abuse

In any instance where the Compliance Team has reasonable cause to believe that a minor is being subjected to abuse, neglect or exploitation, either within the scope of Connection operations or otherwise, the Compliance Team shall immediately contact the appropriate child welfare authorities, state or local agencies, and refer the matter for their investigation, in addition to taking necessary steps to secure the safety and well-being of the minor(s) in question.

Sanctions and Disciplinary Measures

Anyone who has been found to have violated this Policy is subject to any of the following sanctions:

Verbal or written warning.
Adverse performance evaluation (if a church employee).
Reduction in wages (if a church employee).
Removal from current position or re-assignment.
Demotion from current position.
Suspension from position.
Suspension from affiliation with Connection.
Dismissal from affiliation with Connection.
Personal civil liability.
Criminal culpability.

The nature of the sanctions will depend on the gravity and extent of the violation(s). Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment or misconduct, exploitation, physical or verbal abuse are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the offender.

Implementation of this Policy

Connection will ensure that this policy is widely disseminated to all relevant persons. It will be included in the church policies and procedures. All church leadership, administrators, and staff must be trained on the content of this Policy as part of their induction or continued affiliation with Connection and must undergo refresher training at least yearly. All church members and volunteers must be made aware of this Policy at reasonable intervals, but at least yearly.

Sex Offender Policies

Connection Christian Fellowship (Connection) is a place for introducing Jesus Christ to people who do not know him. We want Connection to be a safe place for everyone to learn about Christ and the Gospel. In order for Connection to be a safe place for all to attend, our elders believed it necessary to adopt an official policy regarding those on the registered list of sexual offenders (henceforth referred to as simply “offenders”) who desire to attend our services or join our church.

Definition of Terms

In the following statement of conditions, these terms shall have the assigned meanings:

Service(s): includes any gathered event of Connection, whether held at a facility owned by Connection, a rented campus,
or at an offsite location.
Small group: includes any meeting of a Connection small group under the authority and leadership of Connection, whether in a home, at a Connection location, or other location.
Activities: includes services, small groups, service events, retreats, conferences, or any other function sponsored by Connection, regardless of the event location.
Supervising Member: the member of Connection designated to oversee the fulfillment of this contract with a given
offender in fellowship with Connection.
Escort: an approved delegate of the supervising elder who signs in and signs out with an offender attending a
Connection service or activity, and who monitors the offender’s restroom use while onsite.
Child or children: any person under the age of 18 years old.

Policies

Any registered offender is expected to self-disclose his or her status as a registered offender to an elder prior to attending any Connection services or activities. Whether through disclosure or discovery, as soon as the registered status of an offender is realized the protocols of this policy will be expected to be honored or the offender may not attend any Connection services or activities.
Offenders may not attend any Connection services or activities, including small groups, until signing the “Attendance Contract.”
Offenders are prohibited from attending Connection services and / or activities under any of the following circumstances:
- If any victim of the offender is a member of Connection or known to regularly attend any Connection campus.
- If the offender has a history of not following established contract agreements at other churches.
- If the offender does not agree to the conditions for fellowship at Connection.
- If the offender does not comply with the conditions for fellowship at Connection.
Any individual that has at any time registered as an offender is prohibited from entering into Connection’s children’s ministry areas or participating as part of Connection’s children ministry. This prohibition continues to exist regardless of whether the offender status is removed. This prohibition is non-negotiable.
An offender may not attend any children- or youth-oriented services or activities. However, the offender is allowed to attended services and activities where children may be present, such as worship services, and is allowed to be in the church foyer or auditorium, for example, so long as five or more adults are present including their assigned escort.
At such time as an individual ceases to be a registered offender, a copy of the “Certificate and Order of Discharge,” or a similarly equivalent Court document, must be submitted to the individual’s supervising elder to be included in the offender’s file. At that time, an evaluation will be conducted to determine if and what continuing restrictions will remain in place.

Attendance Agreement for Convicted Sexual Offenders

Offenders must commit to the following conditions for fellowship at Connection Christian Fellowship (Connection).

I agree to the following:

I will be assigned a Connection supervising member who will evaluate and monitor my access to Connection services and activities. I will meet regularly1 with my supervising member to evaluate and monitor my access to Connection services and activities.
I will meet with the court ordered Community Corrections Officer (CCO), or other similar officer, as prescribed.
I will meet with a certified sex offender treatment therapist, if required by my CCO or supervising member without complaint.
I will provide the treatment therapist’s name and phone number and the CCO’s name and phone number to my supervising member.
I will get approval by the court ordered CCO, therapist, social worker, and Connection Compliance Team to attend Connection. A copy of a signed authorization from each of these providers must be provided to your supervising member (if applicable).
I agree to have my picture, name, offense level, and a copy of this signed contract emailed to all Connection pastors and staff before attending a Connection service or activity.
I agree to have my picture, name, offense level, and a copy of this signed contract included in the records of the Compliance Team at all Connection locations, accessible to all staff and supervising members.
I will contact a supervising member of my attendance of any Connection service prior to attending. I will not attend any Connection services or activities (nor be present on the property of Connection or off-property gathering location) without my supervising member. If my supervising member or approved escort are not available, I will not attend any Connection services or activities (nor will I be present on the property of Connection or off-property gathering location) at any time.
Immediately upon my arrival, I will connect with my supervising member. I will wait until my supervising member able to be with me. If a supervising member cannot be located, I will departure and promptly leave Connection premises.
I will not serve in any role in a Connection ministry without prior approval from my supervising member.
I acknowledge and agree that all children and student areas are off limits at all times, even if my own children are attending Connection and are present and participating in Connection’s children or student’s ministry or activities. In that case, I will not walk my own children back into Connection children’s ministry area, but will make other arrangements for them, such as having a children’s ministry leader walk them to and from the children’s ministry area for me. I will not supervise any children’s activities nor enter a designated children’s area. I will not serve in Connection children’s or youth’s ministries.
I will not visit the home of a Connection family where children are present, without the parent knowing my history and offense level and giving permission for my entry into their home.
I will promptly leave any area on Connection property where children are present with the exception of a populated church foyer, auditorium, or area where five or more adults are present.
I will not have any physical contact with a child at Connection, including, without limitation, sitting next to a child other than my own, holding a child on my lap, or being hugged or kissed by a child at Connection. If a child other than my own approaches me to talk, I will acknowledge him or her and promptly leave the area. I will report this to my supervising member or escort before leaving Connection premises.
I will only use the bathrooms after my supervising member or approved escort has entered and found no children in the bathroom. My supervising member or escort will monitor the door while I use the facility.
I understand that my supervising member will retain records of our meetings, which will be available to the offender’s therapist, CCO, and court at their request.

Download Attendance Agreement for Convicted Sexual Offenders

Click Here to download the Attendance Agreement for Convicted Sexual Offenders.