Sexual Harassment Prevention Training
At the 2019 Northern Illinois Synod Assembly, Resolution R-2 was adopted. In part, this resolution called on the synod to “develop or provide anti-sexual harassment training materials to assist congregations in developing their own sexual harassment policies.” We offer this packet of informational materials as our response to this resolution.
Illinois Public Act 101-0430 amends the Illinois Human Rights Act requiring Illinois employers to provide annual sexual harassment training by December 31, 2020 and annually thereafter. The fines for not providing this training range from $500 to $5,000 per incident/employee not trained.
We believe there is an ethical and moral obligation to make available to all congregations of the NIS the following information:
- A copy of the Illinois legislation
- A model for a congregational Sexual Harassment Policy
- Options for congregations to provide Sexual Harassment Prevention Training to their employees, leaders and members.
To meet these obligations, please find attached a sheet with links and information on finding requirements, legislation and options for training. Also included is a sample Sexual Harassment Policy and Agreement as well as information on where to find samples on the ELCA website.
Ministry Support Committee
Northern Illinois Synod, ELCA
Informational Links for Sexual Harassment Prevention Training
FAQ for Sexual Harassment Prevention Training
ELCA Sexual Prevention Training Policy
2020 New Employee Sexual Harassment Training for Agencies of the IL Governor
Northern Illinois Synod Sexual Misconduct Policy
More information and Congregational Sample Sexual Harassment/Abuse Policies are available on the ELCA website.
Below is a copy of a Sexual Harassment Policy and Agreement from the Employee Handbook of an existing ELCA-NIS Congregation. For more information about this policy please contact:
Donna Kelly
Connections Minister
Shepherd of the Prairie
10805 E. Main Street
Huntley, IL 60142
Office: 847-669-9448
Cell: 214-676-1788
Email: donna@sotpmail.com
Sample Sexual Harrasment Policy
It is The Church's policy to prohibit harassment of any employee by any Supervisor, employee, customer, or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within The Church. It is to ensure that at The Church all employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee's physical appearance, conversation about your own or someone else's sex life, or teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.
If the employee feels that he or she has been subjected to conduct which violates this policy, the employee should immediately report the matter to your Supervisor. If unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact The Human Resource Committee. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in his or her reporting hierarchy. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, The Church will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be subject to disciplinary action, up to and including discharge. All employees must cooperate with all investigations.
I have read and I understand The Church's Sexual Harassment Policy.
Employee's Printed Name:______________ Position:_________________
Employee's Signature:________________ Date: ___________________
The signed original copy of this receipt should be given to management - it will be filed in your personnel file.
