All SLM missionaries shall be individuals who have responded to God’s call to ministry and meet the qualifications as set forth below. Applicants are considered without regard to color, sex, age, national origin, protected disability, or veteran status. (III-2 SLM Handbook)
Harassment consists of unwelcome conduct, whether verbal, physical, or visual (including the sending, saving, or viewing of offensive materials or images), that is based upon an individual’s race, sex, ethnicity, color, creed, sexual orientation, gender identity, marital status, veteran status, religion, national origin, genetic information, age, disability, veteran status, or other classification protected by applicable law. SLM will not tolerate harassing conduct that affects pay or benefits, that interferes with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. This policy bars such conduct, whether or not it rises to the level of a violation of law.
HARASSMENT POLICY
Introduction
Source of Light (“SLM” or the “Mission”) is committed to maintaining a work environment that is free of harassment and intimidation. In keeping with this strong commitment, SLM will not tolerate harassment of anyone in the Mission family by anyone, including any supervisor, coworker, vendor, client, or visitor to SLM premises. This policy covers conduct in the workplace, conduct at social functions sponsored by SLM, and conduct at any work-related or Mission-related function on or off-site.
Harassment
Harassment consists of unwelcome conduct, whether verbal, physical, or visual (including the sending, saving, or viewing of offensive materials or images), that is based upon an individual’s race, sex, ethnicity, color, creed, sexual orientation, gender identity, marital status, veteran status, religion, national origin, genetic information, age, disability, veteran status, or other classification protected by applicable law. SLM will not tolerate harassing conduct that affects pay or benefits, that interferes with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. This policy bars such conduct, whether or not it rises to the level of a violation of law.
While all the referenced types of harassment are prohibited, sexual harassment deserves special reference. Unwelcome sexual advances, unwelcome requests for sexual favors, and other unwelcome physical, verbal, or visual conduct that is sexual in nature are prohibited, as is conduct that is demeaning based on an individual’s gender. Sexual harassment may include explicitly sexual propositions, sexual innuendo, suggestive comments, sexually-oriented jokes, practical jokes, “kidding” or “teasing,” foul or obscene language or gestures, displays of foul words or obscene printed or visual material, and unwelcome physical contact, such as patting, pinching, or pushing against another’s body. A victim or perpetrator of sexual harassment may be a man or a woman, and the victim and harasser may be of the same gender. Unwelcome conduct of a sexual nature constitutes sexual harassment when:
- Submission to such conduct is made either an explicit term or condition of an individual’s employment
- Submission to or rejection of such conduct by an individual is used as a basis for an employment decision affecting such individual
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment
- Any messages or communications sent or received through our electronic communications systems are subject to this anti-harassment policy
Any member of the Mission family who experiences harassment is highly encouraged to report the incident to the President or Human Resources Manager, and any member of the Mission family who observes or is informed of a suspected incident of harassment must report the incident to the President or the Human Resource Manager.
It is important to adhere to these reporting requirements to ensure that complaints are addressed appropriately and to allow SLM to take corrective action if warranted.
All complaints of discrimination and/or harassment will receive prompt attention. It is the Mission’s policy to investigate all such complaints thoroughly, promptly, and in an impartial manner. If an investigation reveals that the complaint is valid, SLM will administer disciplinary and/or other corrective action as appropriate to stop the discrimination and/or harassment and prevent its recurrence. Such disciplinary action shall include any corrective action deemed necessary under the circumstances, up to and including immediate termination of employment or discharge from the Mission family. The level of discipline will be based on the seriousness of the offense. To the fullest extent practicable and consistent with the needs of the investigation and other legitimate business purposes, SLM will keep complaints, related investigations, and the terms of their resolution confidential. SLM will report to the complainant at the closure of the process that the investigation has been completed.
Retaliation against witnesses or individuals who in good faith report discrimination and/or harassment or participate in an investigation is strictly prohibited. Any individual who believes prohibited retaliation has occurred should promptly report it in accordance with the above-described reporting procedures.
Theological Implications
No part of this policy should be understood or interpreted as a change in the doctrinal statement and/or the behavioral policies of Source of Light as set forth in the Mission Handbook.
